Turnover is a serious concern in any service business, but in the spa industry
where high end service is mission critical, it is one of the most important areas to
master. There are three parts that make up the turnover problem: attracting the best
talent, engaging your current employees and keeping top talent in-house.
Right now, your plan to attract,
engage & keep top talent probably falls
into one of these two camps:
1. The “Wing It” plan. You trust your
intuition about hiring, play it by ear to
get them up to speed quickly and then
hope they stay for the long term. Or,
2. The “Detailed To Death” plan. You’ve
meticulously documented every single
aspect of hiring and training to the
point that you don’t even have to talk
to the new hire because it’s all in the
manual.
Somewhere in the middle is the right
plan. Let’s take a look at each of the three
parts of the turnover issue from the lens
of the two plans so you can identify
specific treatments to polish them up.
ATTRACT
This tends to be the toughest part. How
do I attract top talent in the first place?
Where are they hiding out? How do I
November 2017
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