You’re hired: tips for finding (and keeping) employees
More than 38 million workers quit their jobs in 2021. You’ve likely felt the impact of the Great Resignation somewhere in your life– extended wait times at restaurants, expanded delivery…
·1 min read·Enhancewell
More than 38 million workers quit their jobs in 2021. You’ve likely felt the impact of the Great Resignation somewhere in your life– extended wait times at restaurants, expanded delivery windows, and maybe even the loss of employees at your gym. Today, we’re talking about how to staff your gym with new employees and how to motivate your current staff so they’ll stick with you long-term.
How to staff your gym
It’s all about who you know
We all know the struggle of replacing an employee. Before you start scrolling job postings on Indeed, consider utilizing your network instead. Look for connections on LinkedIn who are “Open to Work” and ask friends in the industry whether they know of any leads.
Word-of-mouth referrals often result in more qualified leads who are likely to fit into your company culture– but you’ll still need to do your due diligence. Here are a few ways to vet your potential new hires:Ask for references (and actually call them!) Base your interview questions on company values Consider whether their personality and communication style is a good fit for your organizationExperience is great, but if the candidate is not a good fit for your company culture, it’s best to pass so they can excel at a gym that can fully utilize their skills.How to motivate employeesRecognize good workHopefully, we don’t need to tell you to recognize good work done by your employees, but have you considered how to recognize good work? The five love languages aren’t just for romantic relationships. The Motivating by Appreciation Inventory will help you understand how to recognize a job well done in a manner tailored to your employee’s preferred method of receiving appreciation. Utilize teachable momentsRemember, your employees aren’t mind readers. You need to give them clear guidelines for success to help them succeed. What happens when they fall short? Recognizing good work is easy– coaching employees through mistakes is more difficult. To build a safe space for growth, flip the script. Instead of failure being seen as a “bad” thing, encourage a learning culture and work with your employee to pinpoint the error and work together to improve performance.Respect starts at the top Forbes reported on a study by the Human Resources Employee Engagement Statistics, which showed that 63% of employees who do not feel respected in the workplace intend to leave their position in less than two years. The same article shared a whopping 80% of people say lack of respect is a problem in the workplace. If you want to keep employees, respect is key. Encourage autonomyNo successful business got where they are with a staff of yes people. Do the names Andy Jassy, JB Straubel, and Jeff Williams mean anything to you? Jeff Bezos, Elon Musk, and Tim Cook rely on these people as number two in command. Businesses move forward when their leaders can trust their employees to work in a way that’s most productive for them. The Harvard Business Review shared a theory by American psychologists, Richard Ryan and Edward Deci, that says, “intrinsic human motivation — that is, one’s autonomous motivation for personal, psychological growth — is the foundational catalyst of human success and fulfillment.” Give your employees the tools to be autonomous, and you give them the tools for success. Need one-on-one help honing your hiring process and mastering the art of motivating employees? Get in touch with the team at Enhancewell Consulting! We look forward to working together to equip you with a full staff of empowered and fulfilled employees.
Pilates at Union Square
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