For those of you who have in the past or currently been employed at a fitness facility in any capacity (as employee or as an independent contractor) what incentives or other benefits made it worth while to stay – – perhaps longer than you anticipated?
Basically, how can gym owners and managers help alleviate turnover rates for both employees and independent contractors?
If you are a gym owner/manager and had success in keeping great personal trainers, what worked for you?
I think this comes down to who you are dealing with. $ motivates some in ways like no other but, so does responsibility(varying).
It has never been the $ that kept me…(for long,anyways). As mgt. I always endeavor to create an atmosphere conducive to what I am promoting. Many ways to do this(staff, major interaction w/customers, physical environment, etc.).
I try never to focus only on monetary benefits as it can cause major contempt, but used cleverly it can be very productive for all involved.
I make a point of recognizing people in the open for jobs well done or exceeding duty. Next may be the same w/some type of bonus($ or position of responsibility, or something special like maybe a “title.”
$ moves most of us to some degree but it is not finite, @ least in my situation 😀 Find out who they are, what they want, what personalities are in play, WHAT MATTER TO THEM MOST!!!
Get that and the game changes immediately but, its still in how you play…
there are two side to every situation, I try to make sure all involved KNOW what we as a team are trying to accomplish 1st, find out who’s really on board with it, support those truly motivated or motivating (depends but I am learning the difference) and encourage others to get involved.
I can be a “jerk” @ times, and in these times I enjoy it. I love to see the faces of people light up when they are presented with XXXXX for outstanding work/accomplishment. The “smart-ass” in me enjoys offering contrast between job well done & not so much(w/moderation). After working with me they kinda know its coming sooner or later.
Bottom line, you will not motivate anyone who just wants a job! Those who aspire to something more may/may not pick up the ball and dash for 4 goal depending on many of the variable above & a host of others.
You know I ramble sometimes dude but I hope this offers some kinda insight. Once you find a mix that works, work it. New people always present new challenges, embrace w/a welcome smile, an open office & the support they need to grow into YOUR TOP GUN’s
Have you every thought about hiring a wellness coach.
A well-prepared wellness coach will be able to determine what aspect of wellness your clients are excited about working on.
Many people stop coming to the gym because they feel that they can accomplish they very thing they are doing at the gym independently.
By using the services of a wellness coach, the client gets to see the bigger picture and hope decide to maintain their membership at your facility.
I hope this gives you another perspective.
I think good management is a must. Communication and communication skills with employees cannot be overstated. Listen yo your employees and staff…they have more eyes and ears on the floor than one manager.
Their input should be highly valued as well as insights to market trends, what clients and members are saying about the facility and what the competition is doing.
I see so many “Ground Hog” ( repetative-same ole same ole) days and managers get complacent. Make sure employees are part of a/the team and should be informed to the direction the club is headed. Frequent meetings with staff should be scheduled as well.
Offer raises every year…even if its small…they will value the attention that the management has showed them. Get to know your employees intrests, birthdays etc.
When I managed a studio I would make sure I paid attention to what my trainers/renters/ were doing.
Sometimes I would give them a break on their rent to show my appreciation other times I would allow them extra training hours for no charge.
It’s important to make sure your employees in particular feel appreciated.
In addition to Karin’s comments, I think if the trainer brings clients into the gym and also retains any existing clientele, a bonus or a % of the total PT income should be given back to the trainer. The way I see it, if the trainer is good and does the job well, then there is no reason why he or she shouldn’t get something back for great job performance. Trainers are on the front lines and when a gym has great trainers, the gym’s revenue will increase and it’s reputation will be unbeatable.
In every other industry I can think of, employees have an annual performance review where their supervisor evaluates them and sets goals for professional improvement or advancement, and employees receive merit increases based on these reviews. I think that’s missing from our industry. An annual review is a great opportunity to let employees know what they’re doing well and/or what they can improve, in a constructive way. Plus it gives good employees a raise to strive for, and mediocre employees goals to attain (or you a means to terminate poor performers).
Speaking of benefits that are missing from our industry, any health care benefit would be a big incentive. Whether it’s an opportunity to buy into a group plan at a lower rate, or some sort of a health care expense account or allowance, I think that would be a great incentive. It’s odd that as a group, trainers are likely some of the healthiest people in the world, and most have no health insurance coverage provided.
It’s like any other corporation; if the people who work for them are doing an amazing job and the company is successful, then the company stands to gain the most. Or for example, in the world of professional sports, if you own a team and your players are happy with you, they will do their best to keep the team winning and the fans happy (which equates to higher revenues for the organization). I hope this helps.