Latest / Gym Business Coach Podcast / Mastering Gym Staffing – When to Hire and Fire

Transcript

Mastering Gym Staffing – When to Hire and Fire · Gym Business Coach Podcast

• 0:08
  [SPEAKER_00]: You are listening to the built-to-grow podcast delivering the knowledge in all things, fitness, business.
• 0:16
  [SPEAKER_00]: We help jimrollers win, eerie roasts, tin lions, and Randy Axton.
• 0:28
  [SPEAKER_03]: Welcome back to another episode of the built-in real podcast.
• 0:30
  [SPEAKER_03]: Would we host today, Randy Axton?
• 0:32
  [SPEAKER_03]: Join.
• 0:33
  [SPEAKER_03]: We are our faithful fitness director, Mr. Zecklombio.
• 0:38
  [SPEAKER_02]: I'm here.
• 0:39
  [SPEAKER_03]: Thanks for having me.
• 0:39
  [SPEAKER_03]: Yeah, glad you're in the seat, man.
• 0:41
  [SPEAKER_02]: You know what I was just thinking about.
• 0:43
  [SPEAKER_02]: So I'm sitting in Tim's seat.
• 0:44
  [SPEAKER_02]: Yeah.
• 0:46
  [SPEAKER_02]: He, we always podcast after you guys for the gym.
• 0:49
  [SPEAKER_02]: So we get the, the healthy living scustle podcast and you guys record first and then we come in here and I always sit in this seat and the headphones are always mental, so massive.
• 1:03
  [SPEAKER_02]: And I have to shrink up down and put them on my head.
• 1:05
  [SPEAKER_02]: But then I've been in here before when you guys are walking into the studio in this area.
• 1:09
  [SPEAKER_02]: And he's like, he's like, who's small head?
• 1:12
  [SPEAKER_03]: Who's tiny little head was using these every time.
• 1:15
  [SPEAKER_03]: I was just thinking about that.
• 1:16
  [SPEAKER_03]: I don't know why.
• 1:17
  [SPEAKER_03]: Well, now you guys can see the behind the scenes.
• 1:22
  [SPEAKER_03]: We got a good one for you guys today.
• 1:23
  [SPEAKER_03]: This is a topic that, I mean, staffing in gyms.
• 1:26
  [SPEAKER_03]: I don't think there's a more relevant topic when it comes to both, you know, sourcing great coaches, but eventually, or, you know, at some point, you might have to make a hard decision and let one go.
• 1:37
  [SPEAKER_03]: We wanted to dive into that more of that topic today, because something that we see quite often is gym owners
• 1:46
  [SPEAKER_03]: either making excuses or overlooking things, allowing things to transpire in their gym through their staff that they wouldn't normally do if they didn't have the fear of having to rehire somebody or to be down that person or it's almost like making the temporary sacrifices.
• 2:05
  [SPEAKER_03]: that actually hurt the longevity of the organization as a whole.
• 2:09
  [SPEAKER_03]: So we wanted to get into today and talk about, you know, when you do have the opportunity or when you do have the hard choice to have to let somebody go, how do you go about that stuff?
• 2:19
  [SPEAKER_03]: Yeah.
• 2:20
  [SPEAKER_03]: I know you were never talking before the show.
• 2:21
  [SPEAKER_03]: We've got a story to share, you know, when we get into that, but
• 2:26
  [SPEAKER_03]: Why don't we do that when we just peel back the layers and just kind of give them a glimpse into.
• 2:29
  [SPEAKER_03]: Yeah, you know, what happens?
• 2:31
  [SPEAKER_02]: Yeah.
• 2:33
  [SPEAKER_02]: So I'll give a shout out here to Lindsay.
• 2:36
  [SPEAKER_02]: That's just a little rock star just in life.
• 2:39
  [SPEAKER_02]: Yeah, man, and such a such a genius, but at the at the gross summit last year, she was presenting and she, she brought up this analogy of
• 2:50
  [SPEAKER_02]: the plate in baseball.
• 2:52
  [SPEAKER_02]: And from the T-ball all the way up to the big leagues, the plate of seventeen inches, right?
• 2:58
  [SPEAKER_02]: And so she just had this this analogy, like, are you expanding the plate for employees, for staff, you know, or you say, well, you know, it's okay.
• 3:11
  [SPEAKER_02]: Like, I'm going to, I'm just going to let this slide.
• 3:13
  [SPEAKER_02]: I'm not, I'm going to kind of
• 3:15
  [SPEAKER_02]: lower the standards a little bit and it's because we do that because hiring is so challenging it's so hard to find staff and then if you do have somebody on your team that you're like
• 3:32
  [SPEAKER_02]: They're okay.
• 3:34
  [SPEAKER_02]: It's like, well, he's okay to standard you.
• 3:37
  [SPEAKER_02]: Yeah, but then it's like, well, if I get rid of them, then I have to go through this whole entire process.
• 3:43
  [SPEAKER_02]: And so she, you know, that analogy when she said that last year was like, oh, I got to fire that guy.
• 3:48
  [SPEAKER_02]: I'm going back I'm going back and I'm going to fire that employee and I did and then and then you know I also had a follow up call with her a few months later because we were going through some staffing stuff and she's like you always have to be recruiting.
• 4:06
  [SPEAKER_02]: And so that's really kind of shifted my mindset.
• 4:11
  [SPEAKER_02]: And it's a time set, guys.
• 4:12
  [SPEAKER_02]: Like I'll be honest, there's it's not fun.
• 4:16
  [SPEAKER_02]: I don't enjoy it, but I just had to set like time block it on my schedule for recruiting activities, whether that is
• 4:25
  [SPEAKER_02]: networking with people and trainers in the industry, or if it's just like running a job posting and doing phone calls and following up with resumes and, you know, stalking these people, just be honest, stalking them on social media.
• 4:40
  [SPEAKER_02]: If you're a trainer and you're listening to this, like, be careful what you put out there.
• 4:44
  [SPEAKER_02]: I guess for everybody, right?
• 4:45
  [SPEAKER_02]: Not just a trainer, but like, that's public.
• 4:48
  [SPEAKER_02]: I'm gonna go and I'm gonna look and I'm gonna see right away, like, hey, could this person even potentially be a good fit?
• 4:56
  [SPEAKER_02]: I wanted to start that way before telling the story because if you are not always recruiting, if you don't have the standards that you're going to hold your staff to, and then also constantly be recruiting, you're going to be in a position where you can't fire somebody because if you do,
• 5:13
  [SPEAKER_02]: your sucked back out on the training floor, it negatively impacts your team.
• 5:18
  [SPEAKER_02]: Maybe they're picking up the slack for somebody else, but imagine what that does when you do have somebody on your team.
• 5:24
  [SPEAKER_02]: So it's just this whole thing and so it kind of all starts with you just being proactive.
• 5:31
  [SPEAKER_02]: with the recruiting.
• 5:32
  [SPEAKER_02]: You know, yeah, I'll always be recruiting.
• 5:34
  [SPEAKER_03]: Yeah, I mean, you got to look at it similar to lead generation for new clients.
• 5:38
  [SPEAKER_03]: Exactly.
• 5:38
  [SPEAKER_03]: You know what I mean?
• 5:39
  [SPEAKER_02]: Never turn it off.
• 5:40
  [SPEAKER_03]: Yep.
• 5:40
  [SPEAKER_03]: You always have to have the poll in the water and just have to have to have a stack of resumes that you can go to at any point.
• 5:46
  [SPEAKER_03]: And I think that just to preface that like it it it removes that desperation moment.
• 5:51
  [SPEAKER_03]: Yes.
• 5:51
  [SPEAKER_03]: You know, because like what happens?
• 5:52
  [SPEAKER_03]: Let's say that it isn't somebody who's just
• 5:55
  [SPEAKER_03]: allows you performance.
• 5:56
  [SPEAKER_03]: So let's say that somebody does something that's one hundred percent fireable offense.
• 6:00
  [SPEAKER_03]: Yeah, which is what happens.
• 6:01
  [SPEAKER_03]: So we'll talk about it.
• 6:02
  [SPEAKER_03]: But you know, I mean, in that situation, if you didn't have the preparation of the new candidates, now you're in a desperation, you just have to eat it.
• 6:09
  [SPEAKER_03]: You know, and I think that that's
• 6:12
  [SPEAKER_03]: easily preventable by just setting yourself up, having that pole in the water, having a consistent list of people that you can reach out to in those times of need.
• 6:22
  [SPEAKER_03]: But if you don't, then yeah, you're going to find yourself in a place of desperation.
• 6:26
  [SPEAKER_03]: You're going to find yourself on the training floor, nobody's managing and running the business now, because you're at times that you need enough.
• 6:32
  [SPEAKER_03]: It leads to another array of problems that can be circumvented.
• 6:37
  [SPEAKER_03]: That you can circumvent when you just do a little bit of the work along the way.
• 6:41
  [SPEAKER_02]: Well, we talked on the last episode about like the holy Trinity of your model and your fitness business.
• 6:48
  [SPEAKER_02]: Well, if you do have somebody on your team and you let something slide, right, that you shouldn't let slide.
• 6:54
  [SPEAKER_02]: You're now lowering your standards.
• 6:57
  [SPEAKER_02]: What?
• 6:59
  [SPEAKER_02]: What example or precedence does that set for the rest of the team?
• 7:03
  [SPEAKER_02]: If you do have one individual on your team that's not living up to that standard, but you have a team of high performers, now they're picking up the slack.
• 7:13
  [SPEAKER_02]: If they don't lower their standards, they're now having to pick up the slack.
• 7:17
  [SPEAKER_02]: That negatively impacts them.
• 7:19
  [SPEAKER_02]: It's going to hurt your team culture.
• 7:21
  [SPEAKER_02]: They're going to resent that person.
• 7:23
  [SPEAKER_02]: And then that person has, you know, is not performing at the same high level.
• 7:27
  [SPEAKER_02]: That negatively impacts your clients.
• 7:29
  [SPEAKER_02]: All of this negatively impacts you as the owner.
• 7:32
  [SPEAKER_02]: It's just, it all comes together.
• 7:34
  [SPEAKER_02]: So if you don't have standards that you're holding your staff to,
• 7:40
  [SPEAKER_02]: That should be a system in your business.
• 7:45
  [SPEAKER_02]: So I'll tell you guys a little backstory here of what happened.
• 7:50
  [SPEAKER_02]: We recruit recruiting.
• 7:55
  [SPEAKER_02]: And I had this this coach that applied and from out of state actually and I had a phone screening with them.
• 8:04
  [SPEAKER_02]: Phone screening was was great and everything was checked out, right?
• 8:09
  [SPEAKER_02]: I mean, I'm like, okay, that's a good conversation.
• 8:11
  [SPEAKER_02]: When are you moving out here?
• 8:14
  [SPEAKER_02]: It was like two weeks and I was like, okay, well in two weeks, let's
• 8:18
  [SPEAKER_02]: You know, connect once you get here and then let's schedule an in-person interview.
• 8:23
  [SPEAKER_02]: They followed up with me.
• 8:24
  [SPEAKER_02]: We scheduled the in-person interview and then did an in-person interview brought them back again for a practical which is take the training team through a workout that they designed and then sit down with the coaching staff and they'll ask you some questions for a few minutes and kind of fill you out, right?
• 8:43
  [SPEAKER_02]: All of that boom boom boom boom.
• 8:45
  [SPEAKER_02]: I'll check out interview process goes very smoothly.
• 8:49
  [SPEAKER_02]: And then I'm like, okay, we're good here.
• 8:53
  [SPEAKER_02]: Like we'll, you know, we're ready to bring you on our team.
• 8:55
  [SPEAKER_02]: But before we do that, you need to come down here and hang with us for a few hours.
• 9:02
  [SPEAKER_02]: You know, so you can see what it's like being an employee here.
• 9:06
  [SPEAKER_02]: So you come in, you hang with the coaching staff for a few hours.
• 9:10
  [SPEAKER_02]: So he did that.
• 9:11
  [SPEAKER_02]: He came in, he hung with the coaching staff and the coaches are like, this guy's going to be really good, right?
• 9:17
  [SPEAKER_02]: And I'll say this, like, I've gone through this process.
• 9:22
  [SPEAKER_02]: You know, multiple times with people where they're great in the interview.
• 9:27
  [SPEAKER_02]: They know how to interview, which is important, right?
• 9:32
  [SPEAKER_02]: Like that's something that I'm assessing.
• 9:33
  [SPEAKER_02]: You know, and an interview like I'll be honest, like if you lie to me about something, I'm probably not even going to be mad about it.
• 9:40
  [SPEAKER_02]: If you were smart enough to lie about it, right?
• 9:43
  [SPEAKER_02]: After doing stuff after having so many of these phone calls and interviews and conversations with people, I'm like, I can't believe you just said that.
• 9:52
  [SPEAKER_02]: Why would you even be smart enough to at least go around, like, leave that part out.
• 9:59
  [SPEAKER_02]: Maybe position it or frame it a different way.
• 10:04
  [SPEAKER_02]: Stretch the truth a little.
• 10:06
  [SPEAKER_02]: be smart enough to do that.
• 10:08
  [SPEAKER_02]: But anyway, so all of this checked out guy came in, you know, followed our system, and you guys know, if you're listening to this, we have a specific training system.
• 10:19
  [SPEAKER_02]: The workouts are designed.
• 10:20
  [SPEAKER_02]: They're on the app.
• 10:23
  [SPEAKER_02]: And it's like the coaches are gonna follow that and their job is to assess the clients and appropriate, appropriately score the clients up or down.
• 10:32
  [SPEAKER_02]: And that's really where the autonomy is with our coaches.
• 10:35
  [SPEAKER_02]: And so you have to be capable of doing that.
• 10:37
  [SPEAKER_02]: But you don't go off the script, right?
• 10:39
  [SPEAKER_02]: If you do, you better have a really good reason when I come to you and ask you like, hey, that's not on the program.
• 10:46
  [SPEAKER_02]: Why were you doing that with that client?
• 10:50
  [SPEAKER_02]: And so brought this guy on and, you know, there was, they're onboarding.
• 10:55
  [SPEAKER_02]: So when somebody's onboarding, what I basically do is like, we'll spend an hour in the office every day.
• 11:05
  [SPEAKER_02]: going over, you know, all the things that are important for them, for them to know, understanding our programming, understanding our standards for training, our touch points with clients, like the whole entire, you know, process, but I keep that to an hour because I want it to be digestible, right?
• 11:21
  [SPEAKER_02]: I want them to retain that information and the rest of the time is on the training floor.
• 11:26
  [SPEAKER_02]: And so, and then after, you know, we kind of start the meeting with like a action after action report.
• 11:33
  [SPEAKER_02]: So it's what went really well, what didn't go well, what are we going to do differently today?
• 11:38
  [SPEAKER_02]: So we start the day that way and then, you know, we're recapping from the day before and then here's the game plan.
• 11:43
  [SPEAKER_02]: And we just do that over and over and over again.
• 11:45
  [SPEAKER_02]: And it usually takes coach about two weeks and then they're they're rocking a rolling go now.
• 11:51
  [SPEAKER_02]: With this with this coach is like we're thirty we're almost thirty days in and they're still struggling.
• 11:57
  [SPEAKER_02]: They're still missing things, you know, heads not on a swivel.
• 12:00
  [SPEAKER_02]: They're spending too much time with clients.
• 12:02
  [SPEAKER_02]: They're trying to implement like some corrective exercises and things that are on our programming and I'm just having to go back to them and say, hey, you don't do that.
• 12:12
  [SPEAKER_02]: Here's, you know, I understand where you're coming from.
• 12:15
  [SPEAKER_02]: And so it's just, you know, it's kind of, it was kind of at a point where I'm like,
• 12:22
  [SPEAKER_02]: getting to, hey, is this going to be coachable?
• 12:26
  [SPEAKER_02]: Sure.
• 12:26
  [SPEAKER_02]: At this point, like am I going to have to fire this person because they're not going to, to catch on or because they're going to keep going off screen or that type of thing.
• 12:37
  [SPEAKER_02]: And, but I'm like nothing, you know, they're still in their, they're onboarding.
• 12:42
  [SPEAKER_02]: time I mean it's probably like realistically ninety days for for someone to be able to get up to full speed and do this in their sleep.
• 12:49
  [SPEAKER_02]: That's kind of a cool like you're on you can operate at a high level on autopilot is the is the goal at the end of ninety days.
• 12:57
  [SPEAKER_02]: But we're like thirty days in and I'm like I keep working with this guy keep bringing things up and it's just seems like it's going in one year and out.
• 13:05
  [SPEAKER_02]: But there's small improvements, like incremental.
• 13:09
  [SPEAKER_02]: So I'm like, all right, there's, there is improvement here.
• 13:12
  [SPEAKER_02]: So it's like it's just gonna take a longer process and gonna take more time on my part.
• 13:18
  [SPEAKER_02]: And then here's what happened, right?
• 13:19
  [SPEAKER_02]: So I'm kind of, I'm going back and forth and like, okay, this is exhausting, but nothing here is fireable, right?
• 13:27
  [SPEAKER_02]: It's like, okay, you're onboarding.
• 13:28
  [SPEAKER_02]: Gotta give you a fair chance and keep working with you.
• 13:32
  [SPEAKER_02]: But last week,
• 13:35
  [SPEAKER_02]: we had I had just left and he knew I left because I always say bye to the to the team and we had a client that's a regular at at a specific time and and she wasn't on the schedule and so he he was wrapping up with a couple of clients and then he told one of the coaches hey I got
• 14:01
  [SPEAKER_02]: I'm, you know, at three o'clock there's nobody on the schedule which is good because I got some work to do on my laptop.
• 14:08
  [SPEAKER_02]: There's nothing, there's no responsibilities that he has here that are on his laptop, right?
• 14:15
  [SPEAKER_02]: And so, first of all, that coach should have been like, no dude, you're on the clock.
• 14:21
  [SPEAKER_02]: Don't do that.
• 14:22
  [SPEAKER_02]: But he didn't.
• 14:24
  [SPEAKER_02]: And so, like, I made sure that that was one correct answer.
• 14:28
  [SPEAKER_02]: That was a dress.
• 14:30
  [SPEAKER_02]: You know, because I want to team that leads each other, everybody holds each other to the same steering, especially when you have a new coach that's onboarding.
• 14:37
  [SPEAKER_02]: that might not necessarily know that the norm of the process.
• 14:41
  [SPEAKER_02]: But anyway, said that and then this client shows up and one of the other coaches put them on the schedule because they saw them come in and then they went back and said, hey, you know, like this client just showed up and in front of the other two clients that were wrapping up their session, he like side and rolled his eyes.
• 15:02
  [SPEAKER_02]: You know, what impression does that make?
• 15:04
  [SPEAKER_02]: Also, you're in your first thirty days like you should be gung-ho to try to do your absolute best.
• 15:13
  [SPEAKER_02]: And so another the coach that
• 15:17
  [SPEAKER_02]: that he had told him to go do some working office.
• 15:20
  [SPEAKER_02]: Now is trying to like take care of our clients.
• 15:22
  [SPEAKER_02]: She'll their client from this, protect her, make sure she has a good experience.
• 15:27
  [SPEAKER_02]: And he was off the clock.
• 15:28
  [SPEAKER_02]: He's just working out.
• 15:29
  [SPEAKER_02]: And then Jimmy said, hey, you know what?
• 15:30
  [SPEAKER_02]: Like I'll work out with her.
• 15:32
  [SPEAKER_02]: I'll take her through her workout.
• 15:34
  [SPEAKER_02]: Well, he went in the office and pulled up his computer and did his own personal work on company time.
• 15:39
  [SPEAKER_02]: Yeah.
• 15:41
  [SPEAKER_02]: So I found out about this when I came back in the next morning.
• 15:44
  [SPEAKER_02]: You know, the team told me and like that's it.
• 15:48
  [SPEAKER_02]: We're done.
• 15:49
  [SPEAKER_02]: Right.
• 15:49
  [SPEAKER_02]: So that's that fireable offense.
• 15:52
  [SPEAKER_02]: Not hanging out, not waiting, you know, logistically trying to figure this out or anything.
• 15:59
  [SPEAKER_02]: And so I found out about it.
• 16:01
  [SPEAKER_02]: And like the next day, he came in and I was basically was like, hey, come on in here.
• 16:07
  [SPEAKER_02]: Like, here's what happened.
• 16:08
  [SPEAKER_02]: Like, you're done.
• 16:09
  [SPEAKER_02]: Yeah, here.
• 16:11
  [SPEAKER_03]: It's a not, you know, like one of the challenges I think is is applying too much emotion to the situation, you know, for Jim owners and for people in that position, you know, this, it's not an emotional thing.
• 16:22
  [SPEAKER_03]: No, you know what I mean?
• 16:23
  [SPEAKER_03]: It's, it was very clear that he made a decision that what he had on his laptop was more important than the well-being of that client, the well-being of the business and the well-being, like his job at, you know, that he was hired to do.
• 16:36
  [SPEAKER_03]: Yeah.
• 16:36
  [SPEAKER_03]: All of that took second fiddle to whatever was on his laptop that he felt took priority.
• 16:42
  [SPEAKER_03]: And the grand scheme of things, again, I mean, all of us, everyone listening probably says the same thing, like I couldn't imagine thinking that that would be okay.
• 16:52
  [SPEAKER_03]: Right, but your position in it, as soon as you found out, you acted swiftly.
• 16:57
  [SPEAKER_03]: You made the decision that had to happen.
• 16:58
  [SPEAKER_03]: Yeah.
• 16:59
  [SPEAKER_03]: And it wasn't an emotional decision, right?
• 17:01
  [SPEAKER_03]: You could have spent more time, you could have explained it all.
• 17:03
  [SPEAKER_03]: But I think that was a really big tell, as opposed to some of the things that, you know, along the way, he just made wasn't picking up on to go.
• 17:10
  [SPEAKER_03]: It was coaching moments.
• 17:11
  [SPEAKER_02]: Right.
• 17:12
  [SPEAKER_02]: As soon as you realize that like somebody is not bought into the success of the business, right?
• 17:18
  [SPEAKER_02]: One of our core values is take extreme ownership.
• 17:22
  [SPEAKER_02]: over the business like treat the business like it's your own and when there's a direct misalignment there with your core value something is fundamental is like core value number one
• 17:35
  [SPEAKER_02]: Sorry.
• 17:36
  [SPEAKER_02]: Yeah, you know, and if that's happening in your first thirty days, what's going to happen three months?
• 17:42
  [SPEAKER_02]: Yeah, or six months then.
• 17:44
  [SPEAKER_02]: Yeah.
• 17:44
  [SPEAKER_03]: So it's a great great point.
• 17:46
  [SPEAKER_03]: Um, now you fund yourself in that position.
• 17:50
  [SPEAKER_03]: Obviously you're back to the recruiting process.
• 17:52
  [SPEAKER_03]: Yeah.
• 17:52
  [SPEAKER_03]: Trying to get people back in for, you know, somebody a body in to handle that.
• 17:57
  [SPEAKER_03]: Um, how does that weigh in, you know, like in a, in a perfect scenario, right?
• 18:00
  [SPEAKER_03]: You don't have to jump.
• 18:02
  [SPEAKER_03]: to that.
• 18:03
  [SPEAKER_03]: But, you know, you've done the preparation.
• 18:05
  [SPEAKER_03]: You've obviously got the pulls in the water.
• 18:07
  [SPEAKER_03]: You've had the ability to have some candidates, you know, to work through, take us through that.
• 18:13
  [SPEAKER_03]: I mean, it's that obviously it's helped mitigate some of that shock and things like that.
• 18:18
  [SPEAKER_03]: But, I mean, two, two were days into this, you know what I mean?
• 18:22
  [SPEAKER_02]: Two weeks ago, we interviewed another, another coach and we went through the whole entire process.
• 18:29
  [SPEAKER_02]: like we were going to hire her, even though we didn't have an open position.
• 18:34
  [SPEAKER_02]: And so you just have to do that.
• 18:38
  [SPEAKER_02]: You have to build your bench.
• 18:40
  [SPEAKER_02]: Like you look at a baseball team, right?
• 18:44
  [SPEAKER_02]: Like if somebody, if your star player gets injured,
• 18:47
  [SPEAKER_02]: There's three people behind them that you can just easily slide into that role.
• 18:52
  [SPEAKER_02]: And, you know, I get that's a different situation, but you should treat it like that.
• 18:56
  [SPEAKER_02]: Hey, who's my bench?
• 18:58
  [SPEAKER_02]: Who's my bench?
• 18:58
  [SPEAKER_02]: Who are my three go-to candidates that I could reach out to if I do lose an employee, right?
• 19:05
  [SPEAKER_02]: If I do have to fire somebody.
• 19:08
  [SPEAKER_02]: And you came in my office this morning and I jumped on a recruiting call.
• 19:12
  [SPEAKER_02]: I got a call suddenly with a candidate.
• 19:14
  [SPEAKER_02]: And, you know, we talked for ten minutes.
• 19:18
  [SPEAKER_02]: And I just basically told the guy, hey, this isn't, you know, sorry.
• 19:21
  [SPEAKER_02]: I'm not going to be direct with you.
• 19:22
  [SPEAKER_02]: I'm not going to waste your time.
• 19:23
  [SPEAKER_02]: Like you're not what we're looking for.
• 19:25
  [SPEAKER_02]: Yeah.
• 19:25
  [SPEAKER_02]: Okay.
• 19:25
  [SPEAKER_02]: Thanks.
• 19:26
  [SPEAKER_02]: And we're done.
• 19:27
  [SPEAKER_03]: And I think equally was, you know, you guys aren't what he was looking for.
• 19:30
  [SPEAKER_03]: You know what I mean?
• 19:31
  [SPEAKER_03]: Like I could over here to call him things like that.
• 19:32
  [SPEAKER_03]: And I think that his vision for what he wanted for himself wasn't in alignment with
• 19:37
  [SPEAKER_03]: the needs of the business here.
• 19:38
  [SPEAKER_03]: And so obviously, you know, again, not making a decision, you could have made a rash decision to fit the square peg in the round hole, right?
• 19:47
  [SPEAKER_03]: And, but then again, now you're leading the future with your creating more problems are going to develop as a product of that.
• 19:54
  [SPEAKER_03]: And, you know, so sometimes you do it like, again, again, it's emotional.
• 20:00
  [SPEAKER_03]: aspect of just having, you know, like jumping at something.
• 20:04
  [SPEAKER_03]: Work with another coach.
• 20:05
  [SPEAKER_03]: He's done a couple of another gym owner kind of coaching him through.
• 20:09
  [SPEAKER_03]: He's had some turnover and he's got to put a new body in there and, you know, he's had two interviews so far and he are called.
• 20:15
  [SPEAKER_03]: He was almost trying to sell me on why either of these guys would be the perfect fit.
• 20:20
  [SPEAKER_03]: You know, and I just told him I go, you know, your gut instinct right out of the gate was that this guy didn't have the, he didn't fit the, the bill.
• 20:26
  [SPEAKER_03]: He didn't fit the community, the, the people.
• 20:30
  [SPEAKER_03]: wrong personality type, you know, for the job that you're trying to fill, you know, and then the other guy.
• 20:36
  [SPEAKER_03]: Great education, all of the things, but, you know, no experience in another full-time position.
• 20:42
  [SPEAKER_03]: So again, like both had their challenges, but it was, it was interesting because the gym owners, like I said, he's trying to sell me on the fact that like he's trying to sell himself is what he's trying to do.
• 20:52
  [SPEAKER_03]: And, you know, is this the right candidate for the job?
• 20:54
  [SPEAKER_03]: And my feedback was, you know, take more reps, you know, get a few more people, do some more interviews because you might make that decision right now.
• 21:03
  [SPEAKER_03]: And the next interview that you were, we're going to have would have been the perfect candidate, right?
• 21:07
  [SPEAKER_03]: So do yourself some, some justice and get, you know, get reps, get some people through the door, figure out what the, what your options are, and then make the best decision for the business.
• 21:18
  [SPEAKER_03]: That's really where it comes down to.
• 21:19
  [SPEAKER_02]: Yeah, and you're, and you're not gonna,
• 21:23
  [SPEAKER_02]: You're really not going to know either until you bring somebody on your team.
• 21:26
  [SPEAKER_02]: You know, like this guy interviewed great.
• 21:29
  [SPEAKER_02]: We had another situation a while back.
• 21:34
  [SPEAKER_02]: same kind of deal like this guy went through a phone screening and in-person interview, a practical interview with the coaching staff.
• 21:41
  [SPEAKER_02]: Everything was great and we had just hired another coach and it didn't position for him and I just told him, hey man, like everything was awesome.
• 21:50
  [SPEAKER_02]: But the schedule, like your schedule and what we need doesn't align, I'm going to put you at the top of my list if we have something open up.
• 21:57
  [SPEAKER_02]: You're going to be the first person I call.
• 21:59
  [SPEAKER_02]: Well, we had a position open, uh, happened to open up and I called them and he was like, yeah, absolutely.
• 22:06
  [SPEAKER_02]: I was like, well, why don't you come, uh, you know, why don't you come down and it, well, what happened is I told him, I said, hey, you know, are you interested in this position and everything broke down.
• 22:18
  [SPEAKER_02]: like the the follow-up on his part the proactive communication all started like I was chasing him down to get you know follow-up from him and then it finally got to a point where I was like this guy interviewed so well now he's got the job and he's no way to be found and all here
• 22:38
  [SPEAKER_02]: I was like, I almost told him, no, and then I was like, I gotta have you come in, you know, like, let's march, come down here and we'll chat about this while I earn at all the details out and everything and you know, go from there.
• 22:49
  [SPEAKER_02]: Dude showed up late for his interview.
• 22:54
  [SPEAKER_02]: He text me and said, hey, my ETA is four, fifteen and it was like you scheduled for four to meet with me at four.
• 23:00
  [SPEAKER_02]: So I called him because I was so irritated at that point.
• 23:03
  [SPEAKER_02]: I'm like, I'mma tell him not to come and he's like,
• 23:05
  [SPEAKER_02]: for first of all why you texting me call me you're the courtesy of a call, you know all these things get weighed man if you're coaching your listening to this like I'm going to lens I'm going to give a lensy we're gonna create like a course for like how to you know land the job or something but the what not to do and the what to do
• 23:21
  [SPEAKER_02]: Anyway, and and so first of all call me and then I called him and I was very here to you like man I'm so sorry there's accident on the freeway I left in time like I'm on my way I was like all right I could understand that because you know I've been there before it's like okay that just unexpected thing happened so I wouldn't give him the benefit of that on that one shows up here like
• 23:42
  [SPEAKER_02]: dressed in basketball shorts in a t-shirt and hat with sunglasses on a look like he came from you know a baseball game or whatever when he came in for his interview before he like was in dress pants and he even changed to do our like work in practical work out with the team
• 24:00
  [SPEAKER_02]: That's like, dude, we're done, man.
• 24:02
  [SPEAKER_02]: We're done.
• 24:03
  [SPEAKER_02]: We're done.
• 24:04
  [SPEAKER_02]: We're done.
• 24:05
  [SPEAKER_02]: So again, like, I would have hired that guy.
• 24:07
  [SPEAKER_02]: Have we had the position open at the time?
• 24:10
  [SPEAKER_02]: But then he knew he had the position, basically.
• 24:14
  [SPEAKER_02]: What do you think that's going to look like in three months?
• 24:17
  [SPEAKER_02]: Exactly.
• 24:17
  [SPEAKER_02]: Yeah.
• 24:17
  [SPEAKER_02]: What coach am I going to get?
• 24:18
  [SPEAKER_02]: Am I going to get the first one that interviewed him was all professional?
• 24:21
  [SPEAKER_02]: Am I going to get the one that's out?
• 24:23
  [SPEAKER_02]: I got in the bags.
• 24:24
  [SPEAKER_02]: I don't have to, you know, implicitly get in at this point.
• 24:27
  [SPEAKER_02]: But again, I don't care.
• 24:29
  [SPEAKER_02]: I hear all kinds of things from people like, oh, we got this, you know, five step interview process.
• 24:34
  [SPEAKER_02]: We've got this ten step interview process.
• 24:37
  [SPEAKER_02]: There are certain things that you're just not going to know until that person comes in and starts working for you.
• 24:43
  [SPEAKER_02]: And in the first three months, like it could all fall apart.
• 24:47
  [SPEAKER_02]: And somebody that you thought was going to be a great candidate might not be.
• 24:51
  [SPEAKER_03]: Well, it speaks a lot for, you know, having like a probationary period.
• 24:54
  [SPEAKER_03]: Yes.
• 24:54
  [SPEAKER_02]: Right.
• 24:54
  [SPEAKER_03]: You know what I mean?
• 24:55
  [SPEAKER_03]: Do you guys have anything like that baked into this?
• 24:56
  [SPEAKER_02]: Oh, yeah.
• 24:57
  [SPEAKER_02]: Okay.
• 24:57
  [SPEAKER_02]: Yeah.
• 24:57
  [SPEAKER_02]: Ninety-day probationary period always.
• 25:00
  [SPEAKER_02]: Yeah.
• 25:00
  [SPEAKER_02]: Yeah.
• 25:00
  [SPEAKER_02]: Smart.
• 25:01
  [SPEAKER_02]: So, and I mean, I've fired coaches on their third day with, you know, that they've been here just because I'm like, you know, that this isn't it.
• 25:09
  [SPEAKER_02]: This is not the fit for you and you interviewed, interview great.
• 25:13
  [SPEAKER_02]: Like we had one guy was a bodybuilder.
• 25:15
  [SPEAKER_02]: I'm just tell a story story.
• 25:17
  [SPEAKER_02]: Guys, I've sped I've been so sure somebody I couldn't even tell you how many coaches and these are the ones that showed up yeah We this one guy there was a bodybuilder and his interview process was great followed up sent me a thank you letter like after the interview like checked all the boxes went through three interviews with us plus the phone screening and he shows up here like
• 25:41
  [SPEAKER_02]: It was probably thirty days after we, you know, decided he just had some things going on.
• 25:45
  [SPEAKER_02]: We're like, okay, we'll start y'all on this date.
• 25:47
  [SPEAKER_02]: And he was getting closer to show time, like his, his physique show, he was a, you know, bodybuilder.
• 25:54
  [SPEAKER_02]: And I think he was like, righted out.
• 25:56
  [SPEAKER_02]: And so his personality, he could suppress during the interview process.
• 26:01
  [SPEAKER_02]: Well, now he's died and down.
• 26:02
  [SPEAKER_02]: He's got to put him way down.
• 26:04
  [SPEAKER_02]: The, the, the calories are down.
• 26:06
  [SPEAKER_02]: The trend is up.
• 26:08
  [SPEAKER_02]: and this dude has no filter whatsoever and I just was like it was day three and he basically told me one of our systems that we did was dumb which was like documenting what workout the client did that day and I was like excuse me
• 26:26
  [SPEAKER_02]: And then that he came, I was like, I'm gonna have to fire this guy.
• 26:28
  [SPEAKER_02]: He won't leave this alone.
• 26:29
  [SPEAKER_02]: He brought, he kept bringing it up.
• 26:30
  [SPEAKER_02]: I was like, I'll explain it later.
• 26:31
  [SPEAKER_02]: I'll explain it later.
• 26:32
  [SPEAKER_02]: We got clients here.
• 26:33
  [SPEAKER_02]: I'll explain it later.
• 26:34
  [SPEAKER_02]: And then like, I'm to come into my office, I sit down.
• 26:37
  [SPEAKER_02]: I'm like, this guy is gonna, like, am I gonna have to fire this guy?
• 26:40
  [SPEAKER_02]: And then he comes in literally, sixty seconds later, I'm already kind of irritated.
• 26:46
  [SPEAKER_02]: And he's got our programming.
• 26:48
  [SPEAKER_02]: And he's like,
• 26:49
  [SPEAKER_02]: He's like, so this is volume.
• 26:53
  [SPEAKER_02]: I was like, yeah, we do German volume training.
• 26:56
  [SPEAKER_02]: That's one of our cycles here at the time we did that.
• 26:58
  [SPEAKER_02]: And he's like, but it's not really volume.
• 27:02
  [SPEAKER_02]: And I'm like, it's called German volume.
• 27:06
  [SPEAKER_02]: And he's like, oh, so you just call this volume.
• 27:10
  [SPEAKER_02]: get that point.
• 27:11
  [SPEAKER_02]: I was like, dude, I have done.
• 27:13
  [SPEAKER_02]: You are done.
• 27:14
  [SPEAKER_02]: Yeah.
• 27:15
  [SPEAKER_02]: You're fired.
• 27:15
  [SPEAKER_02]: I've had enough.
• 27:18
  [SPEAKER_02]: Man, and then he went down the hall, like calling me an asshole, like walking down the hall all loud where our clients on the training floor.
• 27:25
  [SPEAKER_02]: I chased him out of the office and I was like, you
• 27:30
  [SPEAKER_02]: And then I had to come in here into this studio, Tim was on a webinar.
• 27:35
  [SPEAKER_02]: I didn't know he was hosting a webinar with like, he had like a hundred people on there.
• 27:39
  [SPEAKER_02]: And I cracked this door up and I'm like, Tim, I need you.
• 27:42
  [SPEAKER_02]: I'm like, it's an emergency.
• 27:44
  [SPEAKER_02]: He's like, it's an emergency.
• 27:47
  [SPEAKER_02]: And he just goes, and the middle of a live webinar.
• 27:51
  [SPEAKER_02]: If he had just said, like, I'm on a busy man, I would have handled it.
• 27:56
  [SPEAKER_02]: I don't know if anybody was if anybody listening was on that webinar, and it's just like does he take me a call?
• 28:03
  [SPEAKER_02]: I don't know what he told you happened, but that's true story.
• 28:09
  [SPEAKER_03]: Well, you know, it's not always Christmas, not every day is uh, you know, just glorious.
• 28:15
  [SPEAKER_03]: inside the walls of the gym, but you know, staffing is a big thing.
• 28:19
  [SPEAKER_03]: We are in a relationship business, whether it's, you know, the relationship with the client, whether it's a relationship with the coaches, whether it's their relationship with with with their client.
• 28:28
  [SPEAKER_03]: At the end of the day, you know, the human dynamic is interesting.
• 28:31
  [SPEAKER_03]: People do goofy things.
• 28:32
  [SPEAKER_03]: But it's time does show.
• 28:35
  [SPEAKER_03]: Some of those things that, you know, those come out, those operating systems that they operate with, you know, sometimes you see the real truth, they, you know, they take off that.
• 28:44
  [SPEAKER_03]: hiring facade and you start to see, you know, how they operate, how they how they, what's the old saying, you know, like, was it like, mom's away, the boys will play type of thing, you know, when nobody's looking, how do they operate, how do they do?
• 28:55
  [SPEAKER_02]: Yeah, exactly.
• 28:56
  [SPEAKER_02]: You know, and sometimes people can hide that temporarily, right?
• 29:00
  [SPEAKER_02]: And limited capacity, but then when you've got that person with you for eight hours, like things start to start to come through, you know, and and
• 29:09
  [SPEAKER_02]: You know, unless you're an expert at recognizing narcissistic behavior, like you're also going to deal a lot with that in this industry.
• 29:16
  [SPEAKER_02]: So you kind of have to, you know, I suggest you highly, you know, leverage chat GPT and those types of things to
• 29:26
  [SPEAKER_02]: you know get the get the transcripts get the resumes record the conversations plug it into chat GPT and know you know what what you're dealing with you know you like a system hey okay stop talking about the system but yeah I mean most Jim owners are not
• 29:46
  [SPEAKER_02]: recruiters.
• 29:47
  [SPEAKER_02]: They don't have recruiting background.
• 29:48
  [SPEAKER_02]: So like you got a chat GPT, you can say, hey, I want you to be an expert recruiter.
• 29:53
  [SPEAKER_02]: We have fed our GPT created that we fed our handbook.
• 29:58
  [SPEAKER_02]: We fed our core values.
• 29:59
  [SPEAKER_02]: We fed our standards.
• 30:01
  [SPEAKER_02]: We, you know, I have done disk assessments with our coaching staff and fed it like this coach was one of our best coaches.
• 30:09
  [SPEAKER_02]: Here's their disk assessment.
• 30:12
  [SPEAKER_02]: analyze this person, analyze this candidate, you know, so so we can try to find like an avatar client.
• 30:21
  [SPEAKER_02]: We can try to find an avatar coach genius.
• 30:24
  [SPEAKER_02]: Yeah.
• 30:25
  [SPEAKER_03]: Well, that's a great one.
• 30:26
  [SPEAKER_03]: We'll leave you with that.
• 30:27
  [SPEAKER_03]: Go train a GPT and
• 30:29
  [SPEAKER_03]: You're recruiting practice.
• 30:30
  [SPEAKER_03]: They'll fire somebody.
• 30:32
  [SPEAKER_03]: Yeah, there you go.
• 30:32
  [SPEAKER_03]: Yeah, let's make it.
• 30:33
  [SPEAKER_03]: Yeah, let's make it exciting week.
• 30:35
  [SPEAKER_03]: But if you guys need any help with any of this, Zach and I are, you know, to the coaches as part of our Spring Board program with him, you know, the link for that's in our show notes.
• 30:45
  [SPEAKER_03]: If you have trouble with the systems of your business, if you've got trouble with lead generation, staff structure, how you want to break through that next, you know, glass healing that you're experiencing, reach out, let's have a chat, but until next episode, keep changing lives.
• 31:00
  [SPEAKER_01]: All right, thanks for listening to another episode of the built-grilled podcast.
• 31:03
  [SPEAKER_01]: If you want more help growing your business, join our free Facebook group, profit accelerator, helping training gyms grow to thirty thousand dollars a month and beyond.
• 31:12
  [SPEAKER_01]: We'd love to see you there.
• 31:13
  [SPEAKER_01]: Go check out the show notes for the link and keep building something great and we'll see you in the next episode.