{"id":1160,"date":"2012-09-12T17:23:36","date_gmt":"2012-09-12T15:23:36","guid":{"rendered":"http:\/\/www.spa-balance.com\/?p=1160"},"modified":"2012-09-12T17:23:36","modified_gmt":"2012-09-12T15:23:36","slug":"como-enfrentar-la-rotacion-del-personal-2","status":"publish","type":"post","link":"https:\/\/www.spa-balance.com\/es\/2012\/09\/como-enfrentar-la-rotacion-del-personal-2\/","title":{"rendered":"How to Effectively Tackle Staff Attrition"},"content":{"rendered":"<p><!--:en--><\/p>\n<p style=\"text-align: justify;\">&nbsp;<\/p>\n<p style=\"text-align: left;\">It is no secret that in this rapidly growing spa industry there is a shortage of spa professionals across the board, from spa attendants, spa receptionists, therapists to spa managers\/ directors. We, as an industry, are then faced with the additional challenge of a high level of staff turnover. So how can we keep staff attrition to a minimum? The answer partly lies in finding out the reason behind such high staff turnover and from there ascertain what we can do in order to correct or minimise the situation.<\/p>\n<p style=\"text-align: left;\"><!--:--><!--:es--><\/p>\n<p style=\"text-align: justify;\">&nbsp;<\/p>\n<p style=\"text-align: left;\">Con un ambiente y un salario adecuados, una buena y constante formaci\u00f3n y una continuada evaluaci\u00f3n se puede conseguir un equipo de profesionales altamente cualificados y un servicio de calidad estable durar muchos a\u00f1os.<\/p>\n<p style=\"text-align: justify;\">&nbsp;<\/p>\n<p style=\"text-align: left;\">No es ning\u00fan secreto que, en un sector en tan r\u00e1pida expansi\u00f3n como el de los spas, haya escasez de personal a todos los niveles, desde asistentes y recepcionistas, hasta terapeutas y directores.\u00a0 El problema es que se enfrenta, adem\u00e1s, a otro desaf\u00edo: la alta rotaci\u00f3n de personal.\u00a0 Con poco personal cualificado para cubrir los puestos, los operadores de spa deben dirigir con el objetivo de mantenerla al m\u00ednimo.<\/p>\n<p style=\"text-align: left;\"><!--:--><!--more--><!--:en--><\/p>\n<p style=\"text-align: justify;\">&nbsp;<\/p>\n<p style=\"text-align: left;\">If we turn to industries facing similar challenges, for example the hospitality sector, we are able to better understand the reasoning behind high staff turnover.\u00a0 In such a global and rapidly growing sector, we have to recognise the highly competitive sector we are in and accept that some staff turnover at all levels will be inevitable. Therapists, receptionists, Spa Managers etc will move on for obvious reasons: better economical conditions, better career prospects, better brand name to have on their resum\u00e9, new destination, etc. We also need to ascertain the motivating factors for the candidates we hire.\u00a0 For some professionals, the economic factor is of paramount importance and will therefore move from one company to another just for a higher salary.\u00a0 There is only so much one can do in this instance to retain such staff.<\/p>\n<p style=\"text-align: justify;\">&nbsp;<\/p>\n<p style=\"text-align: left;\">However, it is the additional attrition over and above the normal that is concerning. As an ex Spa Director of various types of spas in different locations, my advice is that Spa Managers\/ Directors and Spa Operators need to regularly review the economic packages and benefits, career prospects, training and working environment they are offering, and honestly question themselves whether what they are offering is in line with what the competition is offering and more importantly, in line with their vision and mission. A strong brand name or high economic package will not suffice to keep talented personnel in the long-term.<\/p>\n<p style=\"text-align: left;\">At Spa Balance we recommend the following steps in order to keep staff attrition to a minimum:<\/p>\n<p style=\"text-align: justify;\">&nbsp;<\/p>\n<ul style=\"text-align: left;\">\n<li><strong>Review your economic packages and benefits:<\/strong>If you are looking for high calibre candidates, ensure that you are paying them the market rate for that region, as a minimum. Lower salaries will only attract less qualified and skilled staff.<\/li>\n<\/ul>\n<p style=\"text-align: justify;\">&nbsp;<\/p>\n<ul style=\"text-align: left;\">\n<li><strong>Recruit the right type of personnel for the particular job<\/strong>. This is not always that easy especially if the spa is small and requires flexible staff with more varied experience. However, an uncaring and unfriendly personality will not make a good therapist, irrespective of the experience he or she might have in the industry. Each department in the spa requires a different set of skills and it is vital to find the person with the adequate qualities to perform the required role.<\/li>\n<\/ul>\n<p style=\"text-align: justify;\">&nbsp;<\/p>\n<ul style=\"text-align: left;\">\n<li><strong>Create an optimum work atmosphere:<\/strong>A comfortable, positive and conducive working environment will call for a happier and more efficient team. Ensure that your team looks forward to coming into work and that they are motivated to perform treatments and attend clients.<\/li>\n<\/ul>\n<p style=\"text-align: justify;\">&nbsp;<\/p>\n<ul style=\"text-align: left;\">\n<li><strong>Provide your team with adequate tools to perform their jobs: <\/strong>Though an obvious point, my experience as spa consultant has shown me that this is not always the case. For example, a naturopath requires a different \u2018set of tools\u2019 in order to carry out a consultation than a massage therapist. Do not compromise tools in order to merely offer a service in order keep in line with what the market is offering. Speak with your staff and understand their requirements. This will allow the spa professional to work more comfortably and provide the appropriate level of service to your clients.<\/li>\n<\/ul>\n<p style=\"text-align: justify;\">&nbsp;<\/p>\n<ul style=\"text-align: left;\">\n<li><strong>Training, training and more training:<\/strong> This is undoubtedly one of the most important points. Training defines the standard with which treatments are performed and services are delivered. All your staff must be trained not only on the treatment menu and spa offerings, but they also need to be trained and understand your spa philosophy. The whole spa team must live and practice your Spa vision and mission. We are in one of the most personal industries, it is vital that the people we recruit are caring and nurturing and transmit our spa philosophy in order to deliver a comfortable and relaxing environment for our guests. Provide cross-training in other departments. This ensures that all staff is aware of all spa offerings. It also keeps them motivated and opens up to them the possibility of learning about other areas of the spa business that they might want to move on to later.<\/li>\n<\/ul>\n<p style=\"text-align: justify;\">&nbsp;<\/p>\n<ul style=\"text-align: left;\">\n<li><strong>Mentoring schemes: <\/strong>Only a few operators have implemented this scheme, however it is a very successful and should be implemented in more spas.\u00a0 This scheme not only motivates and gives more responsibility to the more senior personnel, but also helps newer and less experienced staff to learn and shadow their mentor.<\/li>\n<\/ul>\n<p style=\"text-align: justify;\">&nbsp;<\/p>\n<ul style=\"text-align: left;\">\n<li><strong>Regular performance evaluations:<\/strong>Regular performance evaluations of all staff members not only improve communication between management and the rest of the team, but it encourages both spa managers and the staff to take dual responsibility for the development of each and every team member.<\/li>\n<\/ul>\n<p style=\"text-align: justify;\">&nbsp;<\/p>\n<ul style=\"text-align: left;\">\n<li><strong>Staff wellness activities: <\/strong>The spa industry encourages our clients to achieve optimum health and well-being. We also need to ensure that the people assisting our clients achieve this should also have optimum health and well-being in order to transmit the correct energy. We need to practice what we preach. Allow access to fitness facilities and group classes and ensure that your therapists receive massages and treatments in order to relax and re-energise themselves.<\/li>\n<\/ul>\n<p style=\"text-align: justify;\">&nbsp;<\/p>\n<ul style=\"text-align: left;\">\n<li><strong>Career development programmes:<\/strong> In an extremely competitive market it is essential that we do everything to keep our staff motivated and take responsibility for their career development. Offer promotional incentives. If you are a big international spa chain, transfer to other locations is a wonderful experience for therapists and spa personnel as they get to deal with different clients and spas. Get the management team involved in other projects so that they are kept motivated and are learning different areas of the spa business.<\/li>\n<\/ul>\n<p style=\"text-align: justify;\">&nbsp;<\/p>\n<p style=\"text-align: left;\">The Spa industry is vast and rapidly growing, and it is inevitable that the demand for good professionals will outweigh the supply. Spa owners and managers must therefore invest in implementing all the appropriate systems within their spas to ensure that their staff stay on and develop with them for as long as possible.<\/p>\n<p><!--:--><!--:es--><\/p>\n<p style=\"text-align: justify;\">&nbsp;<\/p>\n<p style=\"text-align: left;\">Una rotaci\u00f3n moderada es inevitable por la competitividad del sector de spa.\u00a0 Los terapeutas y directores se ir\u00e1n por razones obvias: mejores condiciones econ\u00f3micas, mejores prospectivas profesionales, para unirse a una empresa con mejor renombre o para cambiar de ciudad o destinaci\u00f3n.\u00a0 Para algunos profesionales, el factor econ\u00f3mico es de primordial importancia y cambiar\u00e1n de empresa s\u00f3lo para conseguir un aumento de sueldo.\u00a0 No hay mucho que uno pueda hacer en estos casos para retenerlos.<\/p>\n<p style=\"text-align: justify;\">&nbsp;<\/p>\n<p style=\"text-align: left;\">No obstante, cuando el cambio de personal se encuentra por encima de lo normal es preocupante.\u00a0 Entonces, es necesario que los operadores de spa eval\u00faen las condiciones salariales, los prospectivos profesionales, la formaci\u00f3n y las condiciones de trabajo (entorno, ambiente&#8230;) que ofrecen a sus trabajadores y se preguntan honestamente si lo que est\u00e1n ofreciendo es competitivo y, sobre todo, si est\u00e1 en l\u00ednea con su visi\u00f3n y misi\u00f3n.\u00a0 Renombre y mejores condiciones econ\u00f3micas no ser\u00e1n suficientes para mantener al personal con talento\u00a0a largo plazo.<\/p>\n<p style=\"text-align: justify;\">&nbsp;<\/p>\n<p style=\"text-align: left;\"><strong>Salario y ambiente laboral \u00f3ptimos<\/strong><\/p>\n<p style=\"text-align: left;\">Contratar al personal adecuado para un puesto en concreto no siempre es f\u00e1cil, especialmente si se trata de un spa peque\u00f1o y que requiere personal flexible con una experiencia m\u00e1s amplia.\u00a0\u00a0 Sin embargo, hay que tener en cuenta aspectos como que una personalidad poco simp\u00e1tica y amable no servir\u00e1 para ser un buen terapeuta, sea cual sea la experiencia que se tenga en el sector.\u00a0 Cada departamento requiere distintas habilidades, por lo que es esencial buscar a la persona con las cualidades adecuadas para llevar a cabo su trabajo.<\/p>\n<p style=\"text-align: justify;\">&nbsp;<\/p>\n<p style=\"text-align: left;\">Si buscan candidatos de alto calibre, aseg\u00farense de que les ofrecer\u00e1n el precio de mercado como m\u00ednimo.\u00a0 Los salarios bajos s\u00f3lo atraer\u00e1n a candidatos menos cualificados.\u00a0 Adem\u00e1s, es importante garantizar un ambiente laboral c\u00f3modo, positivo e inspirante, que ayudar\u00e1 a crear un equipo m\u00e1s feliz y eficaz.\u00a0 Aseg\u00farense de que sus profesionales entran al trabajo con ganas todos los d\u00edas y que est\u00e1n motivados para realizar tratamientos y atender a los clientes.<\/p>\n<p style=\"text-align: justify;\">&nbsp;<\/p>\n<p style=\"text-align: left;\"><strong>Herramientas y formaci\u00f3n adecuadas<\/strong><\/p>\n<p style=\"text-align: left;\">No ahorren en las herramientas de trabajo para meramente poder ofrecer un servicio en l\u00ednea con lo que existe en el mercado.\u00a0 Hable con su equipo y entienda sus necesidades, esto permitir\u00eda a sus profesionales trabajar m\u00e1s c\u00f3modamente y dar un servicio excelente a sus clientes.<\/p>\n<p style=\"text-align: justify;\">&nbsp;<\/p>\n<p style=\"text-align: left;\">Por otra parte, es esencial un alto nivel de formaci\u00f3n.\u00a0 El personal no s\u00f3lo debe formarse en el men\u00fa de tratamientos y servicios, sino tambi\u00e9n en la filosof\u00eda del spa.\u00a0 Todo el equipo humano debe entender, vivir y practicar la visi\u00f3n y la misi\u00f3n del centro.\u00a0 Ofrezca la formaci\u00f3n cruzada con el resto de los departamentos, asegurando, as\u00ed, que todos los empleados est\u00e9n al tanto de toda la oferta del centro.\u00a0 Mantendr\u00e1\u00a0 motivado a todo el equipo adem\u00e1s de abrirle la posibilidad de aprender las otras \u00e1reas del negocio, en las cuales igual algunos querr\u00e1n trabajar en un futuro, evitando as\u00ed que se vayan a otros sitios para ascender.<\/p>\n<p style=\"text-align: justify;\">&nbsp;<\/p>\n<p style=\"text-align: left;\"><strong>Programas de &#8220;Mentoring&#8221;<\/strong><\/p>\n<p style=\"text-align: left;\">El &#8220;Mentoring&#8221; no s\u00f3lo motiva y da m\u00e1s responsabilidad al personal m\u00e1s &#8216;senior&#8217;, sino que tambi\u00e9n ayuda a las nuevas adquisiciones y a los profesionales con menos experiencia a aumentar su conocimiento y a progresar m\u00e1s r\u00e1pidamente.\u00a0 Estos exitosos programas promocionan el entendimiento de las complejidades del negocio de spa y animan a la comunicaci\u00f3n y al traspaso de habilidades, a la vez que ayudan al personal acomodarse bien en su nuevo puesto de trabajo.\u00a0 No obstante, es importante tener en cuenta que el programa de mentor es algo aparte a la evaluaci\u00f3n y las responsabilidades de los jefes de los departamentos y que no sustituye, sino complenta, el programa de inducci\u00f3n del spa.<\/p>\n<p style=\"text-align: justify;\">&nbsp;<\/p>\n<p style=\"text-align: left;\">El mentor se beneficia de la ampliaci\u00f3n de sus habilidades, ya que experimenta una dimensi\u00f3n diferente a su puesto actual a la vez que aumenta su nivel de motivaci\u00f3n y aprovecha la oportunidad para demostrar habilidades adicionales de liderazgo y gesti\u00f3n en el desarrollo de otro personal.\u00a0 Por otro lado, los beneficios del personal que se le asigna incluyen:<\/p>\n<p style=\"text-align: justify;\">&nbsp;<\/p>\n<ul style=\"text-align: left;\">\n<li>Asistencia con la inducci\u00f3n a su nuevo puesto de trabajo y a la cultura del spa.<\/li>\n<li>Asistencia en entender las estructuras formales e informales del spa.<\/li>\n<li>Oportunidades para reflexionar sobre su desarrollo profesional y resolver sus problemas en un ambiente confidencial con una persona que no es su responsable directo.<\/li>\n<\/ul>\n<p style=\"text-align: justify;\">&nbsp;<\/p>\n<p style=\"text-align: left;\">Tambi\u00e9n existen beneficios para el spa.\u00a0 El programa mejora el traspaso de aprendizaje dentro del centro, ayuda a quitar barreras que puedan impedir el desarrollo profesional del personal y aporta nuevas ideas y nuevos puntos de vista.\u00a0 Ofrece a aquellos terapeutas, recepcionistas\u00a0y mayordromos, una oportunidad para crecer y para desarrollar y demostrar sus aptitudes.<\/p>\n<p style=\"text-align: justify;\">&nbsp;<\/p>\n<p style=\"text-align: left;\"><strong>Evaluaciones de rendimiento<\/strong><\/p>\n<p style=\"text-align: left;\">Las evaluaciones de rendimiento pueden a veces resultar intimidantes y pueden ser percibidas como pruebas.\u00a0 No obstante, si se llevan acabo de forma correcta y con regularidad, no s\u00f3lo mejoran la comunicaci\u00f3n entre el equipo directivo y el resto, sino que tambi\u00e9n animan tanto a uno como a otros a tomar responsabilidad dual por el desarrollo profesional de cada trabajador.\u00a0 Todo el personal debe ser avisado\u00a0y comprender que no van a ser usadas como herramientas de cr\u00edtica, sino como un apoyo tanto para los profesionales como para los directivos para asistir la evoluci\u00f3n del personal y mejorar la comunicaci\u00f3n dentro del spa.<\/p>\n<p style=\"text-align: justify;\">&nbsp;<\/p>\n<p style=\"text-align: left;\">Las preguntas adecuadas deben realizarse en ambos sentidos , es decir, preguntar qu\u00e9 les gusta de su trabajo pero tambi\u00e9n cu\u00e1les son las \u00e1reas que m\u00e1s les disgustan y por qu\u00e9, as\u00ed como si la formaci\u00f3n que recibieron fue suficiente para poder realizar sus trabajos y qu\u00e9 otras \u00e1reas les gustur\u00edan desarrollar.\u00a0 Tampoco hay que obviar preguntas como qu\u00e9 puede hacer la direcci\u00f3n para mejorar y qu\u00e9 aspectos deben introducirse.\u00a0 Eso asegura al personal que la direcci\u00f3n busca constantemente maneras para mejorar el sistema operativo y los m\u00e9todos de trabajo para adaptar m\u00e1s al equipo\u00a0humano\u00a0y a los clientes.<\/p>\n<p style=\"text-align: justify;\">&nbsp;<\/p>\n<p style=\"text-align: left;\">Una vez hecha la evaluaci\u00f3n, los objetivos mutuos est\u00e1n establecidos y los jefes de departamentos y el personal toman la responsabilidad para asegurar que las \u00e1reas d\u00e9biles sean trabajadas conjuntamente.\u00a0 Los resultados deben ser documentados formales archivados en la ficha de cada empleado para que la direcci\u00f3n pueda supervisar el desarrollo de su equipo, quien a la vez, tambi\u00e9n debe tener acceso a ellas para reconocer su propia progresi\u00f3n.<\/p>\n<p style=\"text-align: justify;\">&nbsp;<\/p>\n<p style=\"text-align: left;\"><strong>Programas del Desarrollo de Carrera<\/strong><\/p>\n<p style=\"text-align: left;\">En un sector tan competitivo como \u00e9ste es imprescindible hacer todo lo posible para mantener motivado al equipo humano y asegurar su desarrollo profesional.\u00a0 Ofrezca incentivos de ascenso.\u00a0 Por ejemplo, si usted es un operador internacional, el traslado a otra destinaci\u00f3n es una experiencia id\u00f3nea para los empleados porque tienen la oportunidad de trabajar con diferentes clientes y tipos de spa.\u00a0 Involucre a los jefes de departamentos en el desarrollo de nuevos proyectos para motivarles y darles la oportunidad para aprender nuevas \u00e1reas de negocio.<\/p>\n<p style=\"text-align: justify;\">&nbsp;<\/p>\n<p style=\"text-align: left;\"><strong>La \u00faltima palabra<\/strong><\/p>\n<p style=\"text-align: left;\">El mundo del spa crece r\u00e1pidamente, por lo que es inevitable que la demanda para profesionales buenos sobrepase la oferta.\u00a0 Gerentes y directores deben invertir en implementar todos los sistemas apropiados dentro de sus centros para asegurar que su equipo humano se queda y se desarrolla con ellos el m\u00e1ximo tiempo posible.\u00a0 Esa inversi\u00f3n a largo plazo generar\u00e1 m\u00e1s beneficios operativos y menos gastos de selecci\u00f3n, contrataci\u00f3n y formaci\u00f3n de nuevos empleados.<\/p>\n<p><!--:--><\/p>","protected":false},"excerpt":{"rendered":"<p>&nbsp; It is no secret that in this rapidly growing spa industry there is a shortage of spa professionals across the board, from spa attendants, spa receptionists, therapists to spa managers\/ directors. We, as an industry, are then faced with the additional challenge of a high level of staff turnover. So how can we keep [&hellip;]<\/p>","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[9],"tags":[311,13,93,11,14,312],"class_list":["post-1160","post","type-post","status-publish","format-standard","hentry","category-spa-management-2","tag-human-capital-management","tag-rotacion-del-personal","tag-spas-2","tag-spas-en-crisis","tag-staff-attrition","tag-staff-rotation"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>How to Effectively Tackle Staff Attrition &#8212; Spa Balance<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.spa-balance.com\/es\/2012\/09\/como-enfrentar-la-rotacion-del-personal-2\/\" \/>\n<meta property=\"og:locale\" content=\"es_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How to Effectively Tackle Staff Attrition &#8212; Spa Balance\" \/>\n<meta property=\"og:description\" content=\"&nbsp; It is no secret that in this rapidly growing spa industry there is a shortage of spa professionals across the board, from spa attendants, spa receptionists, therapists to spa managers\/ directors. We, as an industry, are then faced with the additional challenge of a high level of staff turnover. 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