Blog

by Gail Fast

The day-to-day operations of your fitness and wellness centers may seem second nature to your full-time employees. But, to part-time or substitute staff, the management of your center is anything but routine. To these temporary employees, many who work as little as a few hours per week, every workday is different. Therefore, it is critical to make sure you have systems in place to ensure that your part-time employees are up to speed when they come to work. Here are some tips:

Provide them with a handbook
It is important for all employees, including your part-time staff, to understand your company’s vision and mission, operation policies and procedures and employment practices. Creating a handbook exclusively for them may take some effort, but will end up saving time in the long run. By detailing the policies that affect them such as the proper dress code, smoking regulations, and use of electronic email, you’ll be able to hold them as accountable as your full-time employees.

Include them in your orientation process
All employees, whether they are full- or part-time should have an orientation before they start. During the orientation it is important to make sure all employees understand opening and closing procedures, membership and fee structure, guest policies, facility and equipment maintenance information and computer software operating instructions. If your part-time staff will be working the fitness or wellness floor, it is also a good time to go over your fitness assessment protocols, exercise programming recommendations and training techniques.

Although orientations are a valuable tool in ensuring that all employees understand your goals and objectives, they can be time intensive. Another option is to create an operations manual that you keep at your front desk (or another visible location) that contains all of the information listed above.

Identify their skills and abilities
In many instances we need part-time employees when staff are out sick or on vacation. When that occurs it is very unlikely that you will be able to find someone with the same skills and abilities. So, make sure to include a one-page summary of the duties and responsibilities for each position in your operations manual. Then you can identify which position your part-time employee can assume and shift any full-time staff to fill the gaps in your schedule.

Treat them with respect
Even if your part-time staff are only there for a day, they’ll feel more comfortable if they are made to feel part of the team. Make sure your full-time employees take the time to introduce themselves. Have them explain who they are, such as the Fitness Director, Group Exercise Coordinator or Health Promotion Specialist, and what their job responsibilities are. The sooner they begin to feel comfortable with you and your staff, the sooner it will take for them to adjust to your work environment. Also, make a commitment to placing value on their input and acting on their ideas and suggestions. Even if they are covering the front desk or folding towels, they’re the best people you have doing that particular job. Make sure their needs and goals are discussed during team meetings and in your planning process.

Provide an exit interview
The best way to find out what your part-time employees need is to ask them. Prepare a short exit interview or evaluation form that asks questions that can help you gather information on what it’s like to work at your fitness or wellness center. This information will help you tailor your orientations, handbooks and operations manual.

Remember, as a staffing resource, part-time employees are more effective when they are part of your team and not just replacement staff. By providing training and development, your part-time staff can become a valuable asset to your fitness/ wellness center.

Published with permission from:
Fitness Onsite Magazine Spring 2003