Instructors not answering my e mails requesting updates on their certifications, instructors not teaching on the phrase, members who are super bossy. I’ve only been there a week and its my first coordinating job. I would like to tighten things up and add/remove some classes, and i know that it will create pushback from instructors and members. I don’t want to come off as a nag from the get -go. Please, any advice will be MOST helpful.
Interesting, Stacy. I have never heard that after you hire someone, you can’t force them to get a certification. Most of the places where I’ve worked have either required new-hires to be certified or in some cases to be certified within 6 months of hire.
If you can’t require them to get certified, I wonder if you can require them to meet other minimum requirements. For example, start a system of performance reviews. Being on beat is such a basic tenet of being a fitness instructor (except in some HIIT or bootcamps where music is background), that would be really frustrating.
Do you know what your owners / bosses want from you?
Have you considered surveying the membership?
Thank you Harris and Nancy, I so appreciate your input. More background, almost all the instructors have years of experience, but some have not kept up their certifications, and/or are a off in things like teaching on the phrase, changing lead legs, cueing clearly and timely, stuff like that, that the members are not complaining about because they are used to the teacher, and maybe don’t even know, i don’t know, but I have a real hard time following because I am used to taking classes taught on the phrase.
But that’s not a huge issue for the time being.
I have read that you cannot force an employee to get certified once they are an employee without facing possible litigation in some industry webinars and manuals.. I don’t see a clause in the employment form that said they had to be certified, so…from this point on, I will be hiring only certified
instructors, preferably NETA or ACE who are accredited. (AAFA is not any longer)
So I think that I will fill open spots with new, certified people so that as more spots open due to attrition or life changes, I can plug certified people in.
Its just a bit scary and overwhelming coming into a real fluid constantly changing situation, due to a major capital improvement of both buildings causing a lot of different logistics problems until everything is all done possibly in the spring or summer. I would like for things to be more organized and professional at that point as we are recruiting new businesses to join. ( it is a community employee recreation facility that is open only to employees of member companies, or guests who are sponsored by an employee member).
so any furthur mentoring, helpful suggestions will be MOST GRATEFULLY appreciated. Stacy
That last message was an incomplete thought.
When I started graduate school (masters in business and another one in tax), first day, first lecture, they told us that one of the most powerful things we could do in management and consulting was ask, “What’s going on around here?” and to take the time to listen. Really listen. Not everything is broken. The things that are broken are broken for more reasons than you might think.
So, before you go into solution space, go into investigative space. The old Steven Covey rule #1 from 7 Habits of Highly Effective People actually works. Seek first to understand, then to be understood.
Yes, you want to make your mark. Yes, you want to improve the program. First, make sure you know everything that’s happening, and that’s not happening.
To me the one thing that got my attention here is the fact that some of the instructors are not even certified. I think this could be the factor as to why the members don’t respect the them and they are trying to be bossy. If they are not certified or have the experience behind them so they can lead their classes then it’s hard to do create the environment for them to be in charge.
Getting a feel from the members is one way to figure out what the problem is, but you will need to hire instructors who have the experience of handling such situations (besides the fact that they could delivered a better and more efficient class as well). Your job is to provide the best service possible to the member and give them what they are paying for. And of course you want for your facility to offer the best possible class instruction in the area and be one step above your competition (this can be done by hiring some experienced instructors). First you start by having the best people behind you an then you can worry about your members.
Having a new boss coming in, doesn’t mean he/she is the answer to the problem because he/she would run into the same issues as you have. Maybe you can create some new classes and make things interesting for everyone. Hopefully your new boss will have some great ideas and together you two can come up with something exciting. You can also ask the member for their input as to where the issues are in the gym and that will give you some direction as to how to proceed.
I hope this helps. Good luck to you!
OK, take a few deep breaths.
Schedule two staff meetings, with the exact same agenda. Tell them they have to be at one or the other. That way, people can pick the one that best fits their schedule.
Have a “get to know you,” and “get to know your expectations.” Learn what’s happening, what their concerns are, and that you’ll be coming to take portions of all of their classes and hear about them soon.
Have them bring copies of their documentation to that meeting.