Today’s circumstances present unique challenges to acquiring and retaining quality employees. With recent events, it seems like there are many more factors to consider when trying to attract talent and keep them.
In many places, competitive wages and flexibility to work from home are some of the primary concerns and of course, depends on the industry. However, there are a few other strategies to think about that may help add reciprocal value to the employee and employer. Here are just a few things to consider during your next hiring campaign:
Today’s workforce wants to know there is meaning to what they are doing. Everybody wants to matter and feel valued. Be transparent with staff and really help them understand exactly why and how their specific actions influence the overall organizational goals and mission. Being able to eloquently tie their role to the bigger picture may help establish buy-in and commitment. This transparency can help bolster a trusting work culture and go a long way in guiding collective efforts towards common goals. Regular communication, support, and keeping the atmosphere fun and inspiring can also help tremendously.
Create fun challenges to keep employees engaged with the company and each other. Having fun fitness challenges or goals can create a fun competitive environment and help keep employees close to company goals, all while having some fun.
Other than simply offering a higher wage, consider offering an OPPORTUNITY to earn more money by creating incentives tied to performance. This could be tied to volume of sales, number of conversions from a consultation to a paid training service, or even retention. Get creative and look at this as a way to highlight employee performance and reward them for their performance.
This is a great way to invest in your employees and really shows that you support their growth. This may not be applicable to every employee but there are those who certainly have a desire to remain within the fitness industry long-term and could benefit your members following a particular training experience.
On the other hand, investing in continued education for someone who may not plan to remain with you long term can be of benefit in the short-term if it supports mission and adds mutual value. Although they may eventually leave, the fact they are on the team shows you already believed in them as someone who would add value to your company. If the opportunity allows, teach them something they can use while employed at your company and on their future journey.
Culture begins with solid leadership. To attract and retain employees, leaders should do everything possible to emulate the mission, vision and values of the business. Keep the environment inviting, trusting, fun, driven and inspirational. The culture starts with the leaders and is maintained by teams who buy into the culture and influence others.
This last point is more of a reminder to remember to invest in you. Take the time to improve your skillset so you can better influence, lead and inspire your team to grow. This could be in the form of books, leadership summits, podcasts, participating in a Masterminds group, or even finding a mentor. Take the time to grow yourself and this can put you in a better position to help others on your team (and not) grow as well.
This article is co-authored with Chase Isle, BS, NASM-PEC, CPT, PES, co-owner/operator of Urban Fitness in Bozeman, Montana. He can be reached at firstname.lastname@example.org, on Instagram (@urbanfitnessmt), or visit www.urbanfitnessmt.com.