“Our pay is competitive, but we’re even more
competitive because of the additional benefits
that employees get by working here.”
— HOLLEIGH ALEXANDER-RAMSEY, SPA DIRECTOR, SPA OF THE ROCKIES AT gLENwOOD HOT SPRINgS
massage therapy schools to recruit recent graduates.
While all three spas agreed that money matters, there are
ways to increase your overall compensation package without
raising salaries. Spa of the Rockies offers 401(k) options to both
full- and part-time employees, according to Spa Director
Holleigh Alexander-Ramsey. “Our pay is competitive,”
comments Alexander-Ramsey, “but we’re even more competitive
because of the additional benefits that employees get by
working here.” Those additional benefits include flexible
working hours and complimentary access to Glenwood Hot
Springs.
Of course, there are positions that are simply hard to fill, no
matter how spectacular the compensation may be. “We struggle
to fill open nail technician positions,” says Alexander-Ramsey.
“It’s still considered a lower-paying service provider job, even if
the compensation is very good.” So, remember: if you’re doing
everything you can to make your spa a desirable place to work
and are still struggling to fill open jobs, you’re not alone.
Perks and Promotions
Chuan Spa invests in its employees by reimbursing them for continuing
education expenses.
emphasize the things that really matter: “We make sure to
highlight the true biggest needs on job descriptions, so our
communications are very clear.” Chuan Spa’s attention to
detail carries over to the rest of their hiring procedure.
Qualified applicants receive a screening interview via phone,
followed by an interview with the department manager, before
ending with an interview with Myers and hotel leadership.
“We have lots of different layers to ensure that we have the
right candidate,” says Myers.
The three spas also strategically approach where they place
their job listings. Both Chuan Spa and the Spa of Colonial
Williamsburg post job openings to the ISPA Job Bank; the Spa
of Colonial Williamsburg also works with local cosmetology and
It’s tempting to let your foot off the gas once you’ve filled a
position; however, with turnover being common in the spa
industry, it’s crucial to take steps to retain high-performing
team members. The three spas concurred on the importance
of offering clear performance goals and opportunities for
promotion, as well as support for continuing education. The
Spa of Colonial Williamsburg has filled four promotions inter-
nally this year alone, according to Spa Director Denise
Haddaway. Service providers at The Spa of Colonial
Williamsburg can be promoted to area leads, and Haddaway
fosters a culture of internal career advancement. The spa’s
managing company, Trilogy Spa Holdings, also has a profes-
sional development program for management-level employees.
Myers at Chuan Spa says that he “wants employees to
take my job.” To that end, every staff member has a devel-
opment plan that notes career goals, clear performance
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