If you asked your spa employees what motivates them, you might assume the answer is money. Well, that would be the wrong answer. Based on a study from TINYpulse called THE 7 KEY TRENDS IMPACTING TODAY’S WORKPLACE 200,000 employees from 500 businesses gave the following answers:
- Camaraderie, peer motivation (20%)
- Intrinsic desire to a good job (17%)
- Feeling encouraged and recognized (13%)
- Having a real impact (10%)
- Growing professionally (8%)
- Meeting client/customer needs (8%)
- Money & Benefits (7%)
- Positive Supervisor (4%)
- Believe in the Company (4%)
- Other (9%)
Based on the responses, you’ll notice that money and benefits rank among the least motivating, while intangibles like feeling encouraged, peer motivation and desire to do a good job rank the highest.
This is great information but how do you actually put these statistics into real tangible motivators for your spa staff? We took it to Facebook and asked:
We loved the variety in the answers and wanted to share them:
- Rewards that create time and opportunities for loved ones and family, such as a weekend getaway all expenses paid.
- Having the opportunity to do charity work on company time is a pretty big motivator for younger employees.
- Recognition from your boss directly to you, in front of your team or in front of the entire company goes a very long way. Also, “earning” the right to come up with special projects that you get to lead is a great perk
- We have summer Fridays – we get out at 2:00 pm on Fridays Memorial Day to Labor Day and people love it!! We also have ice cream Wednesdays, an ice cream truck comes each Wednesday in the summer.
- As a teacher our principal introduced midterm and end of term drinks and nibbles on the house. Come 3 pm, we sit in the staff room and just relax and everyone loves it.
- Praise and approbation as a corporate culture go a long way. Nobody works for a boss or company they don’t like for any longer than they have to.
- We have summer hours. Friday you can leave 2 hours earlier than your scheduled quit time. We also get paid to exercise. After so many steps we earn money, then a discounted off insurance… then more cash – up to 350.00 annually. We also have this cool gratitude program. A Thank you goes a long way – people love recognition
- Sounds like nothing but the “candy cart” comes around every now and then and it is a nice pick me up on busy days.
- We adopted a policy where co-workers could donate their vacation days to other co-workers who needed extra time off with pay to care for a very sick or dying spouse, child, or parent.
- My assistant is a mother of 2 young children (4 & 2). She works from home on Wednesdays. What that means is that she is available for telephone calls during nap time and her work is timely.
Now these responses are from a wide variety of employees, but there’s a definite trend in the underlying motivators:
Flexibility, Time with Family, Appreciation and Recognition
Now you need to sit down and look at your employee benefits and ask yourself “Do these benefits encourage flexibility, appreciation, recognition and time with family?” Understandably, each spa business has financial and scheduling limitations, but try to think outside the box on how you can keep your employees motivated. If you are stumped, just ask your staff. Set up a suggestions box where they can submit their suggestions and see what you get.
Keeping spa employees motivated doesn’t need to be expensive or hard. Implementing one or two creative, fun and unique programs can change how your employees engage with your and your business.
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