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Since Spa therapist are generally working overseas to solely support families, the salary and remuneration factor plays a great role with deciding which shop they will stay or choose. Typically the more is always better, however string financial plans plays a vital role in deciding what will be offered. Please note these tips applies mostly for Thai (or Asian) therapist working overseas
Tip #1. You get what you pay for
The offers vary based on country and certain countries where the economics does not allow to post higher salaries, the quality of therapist decline. It is fair to say that with most Asian (Bali, Thai, Filipino) therapist you will get what you pay for. There is stronger link between quality of therapist and their performance. In the West and Middle East, you try to select the best candidate from a variety of “Resumes”. Here, If you pay 500$ you will get twice as simpler candidate when you pay 1000$. Please note that especially Thai therapist have many opportunities (scarcity of workforce) to work in many places so they will select carefully where they will be hired.
Tip #2. Incentives to work hard
Commission or incentives to work hard are very common. Therapist should share success of the company or whenever the client is satisfied with service. The most common is commission per “hour of work” (or per customer). However, there is also a presence of payments when customer leaves a good review, when they purchase something from the shop (sales & product commission) or when customer request a therapist on the next visit (retaining customer bonus). Some other motivation could be when therapist reach a certain threshold of procedures (say 100 hours a month). If you are a family run business, you can base some % on annual or monthly company profit.
Tip #3. Overtime
Please make sure that the therapist knows when overtime fee applies. There is nothing worse than to have another client, when the tired therapist thought to be sleeping already and not getting paid a dime. If you do not have overtime, set it for a minimal fee, so they value that you value that extra work.
Tip #4. Comparatives and Comparisons
Therapist constantly compares themselves to others. If you are a 5 star spa, and your competitor which is a basic shop pays more, than there is a reason for high staff turnover. Compare yourself with others and look at the overall offer that you are giving people. It is not uncommon for people to leave next door because of 30$ extra. If there is a difference between your offer and nearest competitors or country average, explain it to therapist (lower purchasing power in small cities, recently opened shop). If therapist know your position and you explain them, they will feel you and understand you more
Tip #5. Loyalty Bonus
If you cannot offer more than competitor, set a loyalty bonus (let’s say 50$ every year of service). Replacing therapist always comes at a cost and new staff needs to be trained and explained. Value that someone stays with you. Offer a permanent residency after 5 years or better flat after 3 years or reduced working time after 2 years.
Tip #6. Offer solid base salary
People have families to feed. Uncertainty is the most stressing factor for therapist that should bring peace and tranquility to clients. Let them know by making at least 70-80% of the whole salary package a strong base salary.
Most importantly, the Golden Rule is to spend one third (33%) of earning on salaries. If you significantly spend less, you are most likely underpaying staff (exceptions to the rule).