workshops and carry that training back to management staff.
“ We take what we learn there and adjust it to our franchise a little bit. It’ s definitely a good team-building experience, and they learn a lot from sitting there with us all day for two straight days,” Morrissette said.“ It makes them feel special. They’ re going to a hotel and getting lunch and getting the whole shebang me and Mike would get at the corporate office.”
Alder Partners plans to open a seminar room designed for staff training this summer at its Riverdale, Georgia, location.
“ Once our management team gets better, our whole farm team gets better,” Morrissette added.
‘ Deeper Than Just Compensation’
Each organization – even individual clubs – may offer different perks to employees. Ideas range from employee of the month honors to Christmas parties and special outings for management staff.
Identifying and rewarding exemplary behavior demonstrates that an organization values good performance. When determining appropriate incentives, keep the employee’ s values in mind. By engaging and connecting with the staff, the member experience is positively impacted.
“ In the early days, everyone I caught doing something right got the same Starbucks card, if they drank coffee or not; I liked Starbucks’ coffee and that was that. I don’ t think that is really hitting the bullseye on rewarding the act,” Klebba said.“ With the value process, we may find family is that front counter person’ s top value – maybe she is a single mom. How much more engagement could we gain with this information when, the next time we catch her in the act of doing something right, we reward her by letting her go two or three hours early on a certain day with pay to be with her young son? We feel we would get much more engagement out of that and, if we could multiply that process over the entire staff, have a positive, compounding engagement factor.”
“ Yes, our pay and benefits package is competitive, but money has been and still is third or fourth on people’ s list of why they stay with a company, and become and remain engaged or not. It has to go deeper than just compensation,” he added.
Within Klebba Group, the concept of performance-based environment goes beyond incentives and into building leadership. The company does not promote staff based on seniority or“ being next in line.”
“ The Team Building Process is available to everyone, and while we have minimum timelines, the pace they move through and demonstrate these levels is largely up to them,” Klebba explained.“ When we look to promote, we look first to see how many of your team members you brought along with you in leadership development. The old quote goes,‘ If no one is following you, you’ re only taking a walk not leading.’”
In PF Raleigh clubs, Bouchard extends the benefits beyond the provided matching 401k contributions, medical and paid time off. New hires receive certifications in key areas such as CPR, OSHA and other customer service programs.
“ We equip certain positions with company phones, laptops and vehicles,” he said.“ We also do group functions with our managers for team building.”
Morrissette and Rymsha took the idea for a third full-time position in each club to Alder Partners. Once approved by the ownership group, the plan created a shift supervisor position, called a You Belong, which receives 40 hours and insurance. Staff compete for the position, however.
The You Belong gains knowledge and experience by sitting in on the daily meetings between the managers and assistant managers, and by working as the leadership position on Friday evening and Sunday shifts, which allows for manager positions to be off two days each week. If problems consistently arise when the You Belong is in charge, the person may not be ideal for management. They then return to a staff position and another You Belong will be given the same opportunity. The process builds depth for management positions while also boosting morale and providing incentives to those looking to grow within the company.
Additionally, two operations specialists fall between the club manager and regional manager positions. Those two employees receive a company vehicle and other perks.
“ These managers are taking it a lot more seriously to push what we tell them to go ahead and do because they see there are opportunities for growth,” Rymsha said.“ It’ s not just the new
Alder Partners’ regional managers Tim Morrissette and Mike Rymsha attend Planet Fitness corporate workshops and then bring the information back to club managers and assistant managers in customized presentations.
people coming in that are like,‘ Oh, wow! I could become a You Belong.’ Everyone is seeing that next level because they are seeing people around them that it is happening to.” That growth potential sets PF ® apart when bringing on talent.“ I don’ t think there are too many companies where a person can sit down for an interview with the manager, assistant manager, regional manager, and you can offer them a job for $ 7.50 and preach, preach, preach growth,” Morrissette said.“ Then, as long as they are hardworking and have a great personality and try their best every day, they could become an assistant manager in a month. They could become a manager in a year; they could become a regional manager in two years. You don’ t need a degree. You don’ t need special licenses. You just need to go out there and work hard. The sky’ s the limit.” G
GearedUp | 2016 Issue 2
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