Pulse November 2018 - Page 28

MEMBER PERSPECTIVES benchmarks and a path to career advancement. Yet, each employee’s plan is “up to them,” says Myers. “We highlight their strengths, but ultimately this is just a job for some people, and that’s fine.” Team members receive weekly feedback, and all employees can be reimbursed for up to $1,000 of professional development every year, a perk that is used by “ninety percent of employees,” according to Myers. There are also small perks that can help employees feel valued. Chuan Spa gives out gift cards to high-performing staff; “if someone really blows us out of the water,” Myers says, “we’ll send them to a competitor’s spa for a spa day where they won’t have to think anything about this place.” At the Spa at Colonial Williamsburg, Haddaway awards “Tri-Five” cards to team members based on their successes; five “Tri-Five” cards get the employee a $25 gift card, ten get them a free spa service, and 15 cards get them a full day at the spa, which can be transferred to someone as a gift. Additionally, employees can perform complimentary secret shops at other spas managed by Trilogy Spa Holdings. All three spas agreed that small perks like those help show employees that they are valued and that good work doesn’t go unnoticed. Get Involved The 2018 ISPA Spa Workforce Study found that a poor work environment was the top reason that both managers and service providers left their last job; accordingly, the best way to reduce turnover is to foster a positive workplace culture. No spa, no matter how strong the work environment, can (CONTINUED ON PAgE 28) The Spa of Colonial Williamsburg makes sure to reward and praise employees for their successes. “If [an employee] really blows us out of the water, we'll send them to a competitor's spa for a spa day where they won't have to think anything about this place.” — WILLIAM MYERS, REgIONAL DIRECTOR OF SPA, CHUAN SPA AT THE LANgHAM, CHICAgO 26 PULSE ■ November 2018