WTF Gym Talk (Stuart Brauer)

Your inability to have hard conversations with employees (or people in general), will become one of your greatest weaknesses in business and ultimately put a ceiling on the level of success you can have in life.

Unless you learn to terminate individuals who cannot meet the expectations of the role for which they were hired, you'll always have a handicapped business.

If you want prospective members to have an elevated perspective of your brand, you need to make it look and feel elevated. The success here is within obsessing over the details and obsessing about every customer touchpoint. Because it's the culmination of 100 different micro-experiences that creates your brand identity within a person — how they view and talk about your brand.

It's not the people that you fire that will cause you grief, it's the ones that you don't fire. The clips from this conference are all of a consistent theme: Firing is hard. Having shit employees is hard. Choose your hard.

If you want prospective members to have an elevated perspective of your brand, you need to make it look and feel elevated. The success here is within obsessing over the details and obsessing about every customer touchpoint. Because it's the culmination of 100 different micro-experiences that creates your brand identity within a person — how they view and talk about your brand.

Concerned that firing a particular employee will create a member exodus and hurt the business? Here's how you handle that: 1. Hire their replacement 2. Place them into the class schedule lineup. 3. If you hired right, they will win over the members. 4. Start integrating that new coach into the troublesome coach's class schedule. 5. Keep doing #4 6. Keep doing #4 7. When the time is right, fire the troublesome coach. Here's a clip on that topic from my presentation at the 2024 MADabolic Franchise Conference. Catch the full video on YouTube or Spotify.

If you want prospective customers to have an elevated perspective of your brand, you need to make it look and feel elevated. This clip was taken from a recent segment of Live Problem Solving, where I walk you through the exact process I use for solving my gym owners business problems. Check out the full episode on YouTube

If you have a staff member who still needs development within their role, how is that not one of your top priorities in your day or week? Your marketing and sales efforts may feel like the top priority, but those pursuits will always be there. They are not going away. However, if you've got a 5 on staff, who needs to be an 8 real fucking quick....that needs to take priority on your endless list of things to do.

For years, I would get push back from gym owners when I suggested introducing salary as a compensation model for their key staff members. "But, what if they don't do the work I tell them to do?!" "Salary doesn't incentivize people to do more than what their asked!" This, and other silly bullshit, was the common feedback from clients. Until I sat them down and showed them how they had been thinking about salary completely wrong, and ultimately handicapping the results they could get out of an employee with a few simple compensation adjustments. Often times, the owner isn't even spending more money, and the employees were just as happy to have consistent paychecks. If you're looking to evolve the compensation of your significant team members, get enrolled in Microgym University where I cover all of this and more in a brand-new course. www.microgymuniversity.com

For years, I would get push back from gym owners when I suggested introducing salary as a compensation model for their key staff members. "But, what if they don't do the work I tell them to do?!" "Salary doesn't incentivize people to do more than what their asked!" This, and other silly bullshit, was the common feedback from clients. Until I sat them down and showed them how they had been thinking about salary completely wrong, and ultimately handicapping the results they could get out of an employee with a few simple compensation adjustments. Often times, the owner isn't even spending more money, and the employees were just as happy to have consistent paychecks. If you're looking to evolve the compensation of your significant team members, get enrolled in Microgym University where I cover all of this and more in a brand-new course. www.microgymuniversity.com