Each fitness coach wants his skills and skills to be NO.1, at least in the club where he works. However, there have been some cases in which the technology is not well reused, salary increases, promotion to cadres, but some good coaches have been fired. As a result, how do coaches exist outside the technology in the survival and development of the club? How do you deal with problems outside these technologies?
1. To everyone in the club friendly and smiling, and to maintain a good relationship, especially the front desk, membership consultants, cleaning.
As we all know, the front desk, membership consultants, and cleaners are the ones most in touch with executive management (club managers, lobby managers, etc.). Their casual swearing and dismissing may make the coach's efforts in front of the manager work hard. For example, the membership consultant will reflect that you are not enthusiastic about her membership card; the front desk will say that when you sign in or sign out, sometimes it is not on time; the cleaner will hear some private words or complaints from you and may report it to the manager or pass it on to others. .
2. Don't raise your own salary.
In many cases, the coach will raise salary for the same salary as other coaches who are not as good as their coaches, and become a direct contradiction for the coach to leave. After raising your own salary, you may leave no matter if your salary is increased or not. why? Obviously, without bonus, the manager will think that your job must be emotional and will not work seriously. The manager will smile and comfort you. The company is considering your salary increase problem, you are working at ease, and then privately looking for a substitute coach.
If the salary increase is successful, if you feel in a modest manager's mind - A, he really thinks that he is the best coach. He actually uses technology to scold me, and there are more good coaches than him; B. Increase. The company's operating costs, ready to find low-cost coaches. Solution: (1) Seek an opportunity to ask the manager to eat, drink, and karaoke, then complain about his salary. (2) Let other colleagues say that your treatment is not enough, preferably a colleague with a good manager relationship. If the manager is male, let the pretty female colleague say the opposite, and vice versa.
3, to direct the boss to learn to "get along."
As an employee, you must respect your direct supervisor, such as the coach or coach manager, with respect at least as though they were respecting your salary. Sometimes the direct supervisor’s technology is not as good as he or he does not understand the technology. Remember: A, do not complain that they do not understand technology, and sooner or later they will reach their ears; B. Do not ask them actively humble techniques, even if it is genuine; C. Don't spearhead your attacks in the company. Be low-key so as not to put pressure on your boss. If this happens, learn to let them relieve themselves.
4, do not be too reveal their own technical goals, people feel more than the interests of the company.
Many coaches do not forget the pursuit of technical goals. Often when the club is at work, if there aren’t any members, they are training hard there. There seems to be nothing wrong with them, but it is easy for the upper level to feel that you do not care about the club. Some people think that there are not many members. You don't want to think of ways to make members come and train yourself. It seems that there is no benefit to the club from your salary.
5, to learn to speak on the company's management and sales, rather than comments.
The regular meeting of the company, as a coach to do a good job in club performance, is most necessary to reflect your loyalty to the company, but do not criticize and raise opinions. Don't give any advice when you make some speeches. It seems that your boss is stupid and there are no strategies to operate. It is a good business to tell the direct boss or find a suitable opportunity to the manager.
The above are some of the alternative views on the survival and development of coaches in a club. They can be used as a reference.
1. To everyone in the club friendly and smiling, and to maintain a good relationship, especially the front desk, membership consultants, cleaning.
As we all know, the front desk, membership consultants, and cleaners are the ones most in touch with executive management (club managers, lobby managers, etc.). Their casual swearing and dismissing may make the coach's efforts in front of the manager work hard. For example, the membership consultant will reflect that you are not enthusiastic about her membership card; the front desk will say that when you sign in or sign out, sometimes it is not on time; the cleaner will hear some private words or complaints from you and may report it to the manager or pass it on to others. .
2. Don't raise your own salary.
In many cases, the coach will raise salary for the same salary as other coaches who are not as good as their coaches, and become a direct contradiction for the coach to leave. After raising your own salary, you may leave no matter if your salary is increased or not. why? Obviously, without bonus, the manager will think that your job must be emotional and will not work seriously. The manager will smile and comfort you. The company is considering your salary increase problem, you are working at ease, and then privately looking for a substitute coach.
If the salary increase is successful, if you feel in a modest manager's mind - A, he really thinks that he is the best coach. He actually uses technology to scold me, and there are more good coaches than him; B. Increase. The company's operating costs, ready to find low-cost coaches. Solution: (1) Seek an opportunity to ask the manager to eat, drink, and karaoke, then complain about his salary. (2) Let other colleagues say that your treatment is not enough, preferably a colleague with a good manager relationship. If the manager is male, let the pretty female colleague say the opposite, and vice versa.
3, to direct the boss to learn to "get along."
As an employee, you must respect your direct supervisor, such as the coach or coach manager, with respect at least as though they were respecting your salary. Sometimes the direct supervisor’s technology is not as good as he or he does not understand the technology. Remember: A, do not complain that they do not understand technology, and sooner or later they will reach their ears; B. Do not ask them actively humble techniques, even if it is genuine; C. Don't spearhead your attacks in the company. Be low-key so as not to put pressure on your boss. If this happens, learn to let them relieve themselves.
4, do not be too reveal their own technical goals, people feel more than the interests of the company.
Many coaches do not forget the pursuit of technical goals. Often when the club is at work, if there aren’t any members, they are training hard there. There seems to be nothing wrong with them, but it is easy for the upper level to feel that you do not care about the club. Some people think that there are not many members. You don't want to think of ways to make members come and train yourself. It seems that there is no benefit to the club from your salary.
5, to learn to speak on the company's management and sales, rather than comments.
The regular meeting of the company, as a coach to do a good job in club performance, is most necessary to reflect your loyalty to the company, but do not criticize and raise opinions. Don't give any advice when you make some speeches. It seems that your boss is stupid and there are no strategies to operate. It is a good business to tell the direct boss or find a suitable opportunity to the manager.
The above are some of the alternative views on the survival and development of coaches in a club. They can be used as a reference.
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