Personal Training: Evaluating Trainers – Part Two
Another aspect of evaluating and critiquing your trainers is the idea of attaching a monetary component to your grading scale. You can do this by attaching a dollar or commission percentage onto the characteristics of their performance that you evaluate. For example, you could assign a dollar amount to the following areas: acquisition of new training certifications, newly acquired specializations, as well as renewing current certifications.
Your system can also include rewards for doing basic job functions that you deem important (though I suggest keeping these rewards less than any given for educational achievements), including whether or not they attend meetings, wear proper attire, retain clients, take new member appointments and convert them to clients, as well as turning in assignments or completing projects.
By awarding incentives to your trainers based on their education, results and whether or not they are a responsible employee, you can increase the quality of your training staff.
Vic Spatola is the director of personal training for Greenwood Athletic and Tennis Club in Greenwood Village, Colorado, a suburb of Denver. Spatola offers consulting on personal training business development. For more information, contact him at firstname.lastname@example.org.