FBC UPFRONTUPFRONT » Staffi ng
Onboarding a New Membership Director
Onboarding a New
By Paula Comfort
nificant impact on the success and re- tention of your employees. A new hire’s first day and first week
BY PAULA COMFORT
to teach new hires what their jobs en- tail and to integrate them into your company’s culture as smoothly as pos- sible. Use this guide as your survival checklist. Before the New Employee Starts •
tionship with you and your team. The ultimate goal of onboarding is to
A
new employee and copy in all team members. • Have a new-employee pack-
age and business cards prepared. • Prepare the new employee’s
office and workspace. • Organize a small group for
lunch on the first day. • Pick a mentor. The New Employee’s First Day Take a tour of the club and make in- troductions to the team and club mem- ber•s Orga ize a small group for lunch the following:
Before the New Employee Starts • Send a welcome note to the new employee and copy in all team members.
• Have a new-employee package and business cards prepared.
• Prepare the new employee’s offi ce and workspace.
. Then, have a meeting and provide on the fi rst day. •• Pick a mentor.
new-employee package • welcome letter from senior
team and GM • personal data summary (one- ptroductions to the team and club mem- tbers. Then, have a meeting and pro- dvaide the following: job descri
The New Employee’s First Day Take a tour of the club and make in- ager with info like d te of birth, con- act details, emergency number, start te, evaluation dates, etc.) •• new-employee ptaickage
on plan details, if avail ble
•• welco cme letter from senior team • and GM summary of benefits package •• personal data summary (one-pager with info like date of birth, contact details, emergency number, start date, evaluation dates, etc.)
employee stock purchase 14 Fitness Business Canada May/June 2013 14 Fitness Business Canada September/October 2013 ompensati n package details
teach new hires what their jobs entail and to integrate them into your compa- ny’s culture as smoothly as possible. Use this guide as your survival checklist.
Send a welcome note to the
new hire’s fi rst day and fi rst week on the job establish the foundation for his or her rela-
As a people manager, you have a signifi cant impact on the success and retention of your employees.
As a people manager, you have a sig- • uniform and grooming
on the job establish the foundation for his or her relationship with you and your team. The ultimate goal of onboarding is
standards •
current member and employ-
ee newsletter • human resource programs •
training agenda and dates • new-employee orientation
information • business cards, name tag,
uniform, etc. •
ment terms •
review pay periods and pay- review training agenda and
calendar in detail • job description
review expectations!
this meeting during the first-day ori- entation so it is expected. Employers and candidates spend an exha stive amount of time on the re- cruitment and selection process. • human resource programs
• compensation package details • summary of benefi ts package • employee stock purchase plan details, if available
Within the First Week Give a progres
• uniform and grooming standards • current member and employee newsletter
It is
critical that managers have a specific pla• training agenda and dates e ’s first day and first week. tegrating a new employee is not • business cards, name tag, etc. also about socializ ng the employ e to the company. A positive experience wil• review training agenda and calen- learning and employee retention with- • review expectations!
n and are pr pared for a new em- plo•y new-employee orientation I innformation
solely about specific job training. It is • review pay periods and payment terms
l l ad to a high level of produ tivity, dar in detail
in your company. PWithin the First Week
ence in the fitness industry and has performed meeting during the fi rst-day orien-
aula Comfort has more than 20 years experi- • Give a progress report. Book this
in almost every role in a health club setting. tation so it is expected.
an exhaustive amount of time on the recruitment and selection
She is currently a partner in h r own consult- ing company 360impact Group with an ex- Employers and candidates spend
pertise in recruitment of top industry talent. report. Book
process. It is critical that manag- ers have a specific plan and are pre- pared for a new employee’s first day and first week. Integrating a new employee is not
solely about specifi c job training. It is also about socializing the employee to the company. A positive experience will lead to a high level of productiv- ity, learning and employee retention within your company.
360impact Group has an extensive database of candidates for all roles in the health club indus- try. Contact her at paula@360impactgroup. com or 416-565-6025. ###
Membership Director
» Sales Training
Paula Comfort has over 20 years of experience in the fit- ness industry. Most recently she was managing director of fitness for Spa Chakra Inc., a luxury spa and health club company where she started
Paula Comfort has more than 20 years experience in the fi tness industry and has performed in almost every role in a health club setting. She is currently a partner in her own consulting com-
the division. Previous roles include area vice- president of The Sports Clubs of Canada/Bally Total Fitness. She is currently a partner in her own consulting company, 360 Impact Group. Contact her at
paula@360impactgroup.com or 416-565-6025.
pany, 360impact Group, with an expertise in recruitment of top industry talent. 360impact Group has an extensive database of candi- dates for all roles in the health club industry. Contact her at
paula@360impactgroup.com or 416-565-6025.
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52 |
Page 53 |
Page 54 |
Page 55 |
Page 56 |
Page 57 |
Page 58 |
Page 59 |
Page 60 |
Page 61 |
Page 62 |
Page 63 |
Page 64