As fitness managers, we always will have under performers. If you counsel, train and have them apply corrections and they do not succeed or they do not apply the feedback, then the decision is easy; be rid of them.
If, however, a trainer is trying to apply the corrections, is genuinely attempting to fix the issues and shows a strong desire to be there — but is still not achieving what you want them to achieve — what then? Here are some criteria they may help you decide the best course of action:
Longevity at your location: Being somewhere for a longer period of time has innate benefits. Those with longevity pick up clients from other trainers, members have seen them for a long time and they are comfortable in the facility. Trainers with longer than two years longevity should be given a second chance to perform.
Passion and desire for position: If someone truly wants to work for your organization and is passionate about it, they will take the feedback constructively and change their behaviors. If they hang around the gym when they don’t have to be there, or are working out and speaking with members, they probably love being there. They must be willing to change their behaviors and how they are conducting business.
In addition, here are some red flags that should tell you to let them go:
Seeking employment elsewhere: Regardless of the reason, if someone is seeking employment somewhere other than inside your club, they are not committed to your company.
Constantly refusing feedback or correction: Regardless of their success or lack thereof, this person needs to go. They don’t respect feedback even when it is only to help them.
Blaming other reasons than their own shortcomings: When trainers blame other reasons for their lack of success — than their own failures — they will never be successful.
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Vic Spatola is the director of personal training at Greenwood Athletic and Tennis Club. He also does personal training business consulting. Contact him at: v4victoryconsult@gmail.com.
