People from all walks of life generally believe that happy employees are more efficient. Therefore, the development of a happy, competent coach at the gym can ensure that the entire team is more creative and cohesive while promoting business development. Below, we will share some methods that make coaches feel they are valued.
Encourage self-improvement
In this era, smart coaches know that they need to be a “signboard†that can help the gym bring more customers and increase performance. This can be used in gyms to design flyers, send e-mails, publish news, and other marketing methods, such as placing coaches' photos on them, or forwarding them directly from their WeChat or Weibo numbers. The content is not limited to the photos related to the lessons. .
Encourage group coaches to learn private teaching techniques, and encourage personal trainers to take classes. In addition, if you can help coaches develop social relationships, they will bring more people to your gym. Most importantly, your team members will feel that you care about them and care about their future.
Support personal growth
It is common for gyms to pay wages proportionally based on the coach’s certification and experience. At the very least, make sure you understand market conditions so that your employees feel that their salary is fair. If you can afford it, paying your salary by more than the market price of 10 yuan per hour will make you stand out from the competition. It's not about money, it's about employees. Your payments exceed their expectations.
In addition to salary, you can also support coaches to participate in training and certification. Some of your coaches may be considering learning some new skills, but they haven't been implemented because they don't have time to do research. You can do it for them. Once a month, find a workshop or institution that you think will attract employees, contact them and make payments. Through these trainings, your employees have more opportunities to work together, which can promote the connection between the teams. You can also conduct surveys in the gym to select the type of training. If many people are interested, they can also organize dinner afterwards.
Give priority to work-life balance
The study found that because of the need to teach multiple members, fitness trainers are often at high risk of injury. The current industry standard for coaches abroad is no more than 12 sessions per week and no more than two high-intensity courses per day. Having said that, each coach is different. Some people think that they can teach 15 classes per week, which is no problem. This number will of course change depending on how active the teacher is in each classroom. However, it is important for your coach to know that you do not want to squeeze them. For example, if a coach is sick and you are contacting other coaches for substitutes, be sure to let them know that if they can't come to class you can understand.
Create surprise benefits
Health insurance and paid holidays are of course important indicators that motivate employees to continue their hard work. However, we know that it may be difficult for a small gym to provide these benefits. There are many other ways to boost morale. You can give each coach a free membership for family members, discounts on products (for example, 20%), and snacks such as protein bars or fruits.
In addition to this, you can keep some small surprises throughout the year. Massage discount coupons can be used for team lunch coupons, or just some movie coupons, and even handwritten greeting cards can make people feel. Designing an ingenious business card for coaches is also a good choice. You can also put the logo of the gym on a business card, which can also be used as a marketing method.
Pay attention to feedback
One of the most lasting ways to keep coaches happy is to encourage them to share ideas. Which ones are useful in the gym and which ones are tasteless? This will inspire their creativity and make them more committed to the growth of the gym business.
Every three or six months, you can arrange a lunch with the coaching team to collect feedback. Send them a short questionnaire in advance, such as the ranking of equipment and courses, or any aspect you would like to improve. In addition, allow enough space in the questionnaire to allow them to provide their own ideas. After that, you can brainstorm. You can also have a one-on-one exchange with each coach and communicate with them about issues or ideas that weren't covered during the meeting. Your coach feels that you are valued and you will find new perspectives to improve.
Many cities in China are in the stage of development and change, which will lead to the departure of coaches in the gym due to reasons such as moving, changing jobs, and career adjustment. Here we talk about how to prepare for the departure of a coach and retain members.
First of all, there must be a formal process for the departure of the gym coach, and the resigned employee should submit a resignation application to the company at least one month in advance. This will ensure a smoother handover process. We also need to clearly inform members in advance about the departure of the coach.
Second, finding a good successor is the key to leaving membership. It is best to arrange a succession coach to join him for several lessons for the member before leaving the coach to bid farewell.
Also, you can guide your members to turn their attention to other exciting things in the gym.
In general, the gym needs to ensure that it always encourages teamwork rather than excavating a big star. Team goals and team motivation can make coaches more able to consider issues from the big picture. You may consider pairing new coaches with veterans for teaching, which will improve the overall quality of the course professor. Try to avoid setting too many courses that require an expert to teach.
Encourage members to participate in a variety of courses and activities within the club, so that they have a more in-depth feeling of the club brand, develop the relationship between members and employees in various positions.
In an employment relationship, it is not only employees but also bosses who must work hard. Both parties must think for each other to be successful.
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