training the new employee. Select em- ployees who excel in specific skills. This approach lets the new employee learn from the best and also provides great development and team building opportunities for current employees.


4


Do…incorporate practise into all training. When an employee is


brand new, it’s best to have them prac- tise on you and fellow staff members rather than with members. Build role playing and practise scenarios into your training schedule. These will increase the new employees’ confi- dence and ensure that they are deliv- ering the required level of service and experience.


5


Do…assign a mentor. You can tell new employees 100 times that you


have an open door policy and that you are always available to help. But the reality is that most of them won’t feel comfortable coming to you. A designated buddy who they can turn to (in addition to you) can be a great resource.


DON’T


effective if delivered in a manageable steady stream.


1 2


3


Don’t…assume they know how to do the job and don’t need


training. Even if your new employee has been hired for a role they have held elsewhere, there is still much to learn. Ensure they understand your facility’s culture and philosophy, pro- cedures, policies and expectations of the job and the company.


Don’t…assume that they fully understand and have absorbed


everything you have taught them. Throughout the training process ask the employee to feed back to you their understanding of what they have learned, and conduct mini role plays. Provide resources and tools to help them. This ensures that everyone is on the same page.


Don’t…cram everything into a short time frame. Training is more


4 5


Don’t…spontaneously have the new employee shadow some-


one who has not planned for it. Job shadowing can be an extremely effec- tive way of training, but it can back- fire if the new employee shadows an employee who is not happy about it. Be courteous, and be sure it is a good time for your long term employee to help out.


Don’t…jump to discipline if the new employee doesn’t imme-


diately perform up to the expected standard. People rarely perform new tasks perfectly right away. In the early days, praise all successes and support your new employees with supportive coaching and regular helpful feed- back. FBC


Alanna Turco is a partner at 360impact Group, which provides customized train- ing, e-learning, management coaching, sales and marketing training, recruiting and HR consulting to fitness clubs. Contact Alanna at alanna@360impactgroup.com or visit www.360impactgroup.com.


March/April 2018 Fitness Business Canada 19


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