Head of engagement and relations Katie Hughes-Dawkins discusses practical strategies for improving staff retention and driving clinic growth
In recent months, many specialty colleagues have reached out to me with the same concerns; “We can’t find therapists,” “Do you know anyone looking for work?” “My staff keep leaving and it’s damaging the business.”
Recruitment and retention have become critical challenges in medical aesthetics. A University College London study surveyed 3,667 practitioners across 1,224 UK clinics and found that 68% of those administering cosmetic injections like botulinum toxin are not qualified medical doctors.1 With fewer qualified therapists and more injectors working independently, the talent pool is shrinking.
A 2023 study in The Guardian, questioning 4,500 workers and managers in the UK, shows widespread concern over ‘quality managers,’ with 82% of leaders deemed ‘accidental’, having had no formal training.2 Training is imperative for staff fulfilment, particularly if progression is what motivates them. Your team will become discouraged and uninspired if they are not upskilling regularly and in turn your patients will suffer and diminish.
Recent data shows UK aesthetic clinics are reporting difficulties recruiting and retaining qualified practitioners, particularly experienced injectors and advanced laser and skin therapists.3…
