Several major issues in hiring coaches in yoga studios

The main project of the yoga studio is teaching services, and the yoga instructor is the main carrier for undertaking this project and a bridge between the yoga studio and yoga members and friends. At present, some yoga studios have encountered many problems in hiring coaches, which is also the main reason for the reality of difficulties in finding employment for excellent yoga in the industry and operating yoga studios.

At this stage, the methods for recruiting instructors in yoga studios are basically as follows:

1. Find major training institutions and let them recommend them. Then, after learning about each other's salary, class fees, etc., the two parties basically determine the recruitment target.

2. Post some very simple recruitment information online, and then the coaches contacted or recommended by coaches are basically hired.

3. Small and medium-sized cities that really have no choice may directly hire some newly graduated intern coaches.

4. Hire some local walking coaches to lead the classes.

The above four types of situations are the methods many yoga studios use to recruit instructors today, especially those that have little knowledge of yoga and have opened.

What do the above four types of situations bring to yoga studios?

1. There is a large loss of members and the yoga studio is in poor business: Due to the very limited coaching level of yoga instructors, many yoga friends who come to the studio through publicity feel that members are injured during practice due to incorrect coaching or guidance during class. Give up practicing. How can we manage well in the past?

2. Since the investors or founders of the yoga studio do not know much about yoga and cannot correctly grasp the teaching situation, after practicing, most members are inconvenient to tell the quality of the coach's teaching because of their face. Not to mention that some members are interested in yoga. It is still a blank sheet of paper. If they come to the yoga studio and leave him with some erroneous understandings and understandings, it will cause not only the members themselves, but also the members 'friends to give up practicing.

3. There are many coaches who do not seek progress and have limited levels and qualities. Teaching in a yoga studio for two or three years is still the same teaching method and ability, and members gradually lose interest in practice. As a result, the evaluation of yoga studios is getting lower and lower.

The poor management of yoga studios is largely related to the teaching ability and level of yoga instructors. At the same time, it is also related to the methods and ability of yoga studios to recruit instructors. Although everyone understands these principles, they can strictly recruit coaches and adhere to the principle of being responsible to members and responsible for the operation of the yoga studio. However, not many people hire excellent yoga instructors. This is also the main reason why some coaches with teaching ability and level have not been able to display their talents.

In addition, many yoga studios have a very short cycle to recruit coaches, but the seemingly proactive recruitment has become very passive, because if the coaches are not recruited quickly, the next course may have to be stopped. Therefore, there are many talents recruited for recruitment. Most of these objective problems are caused by subjectivity. Therefore, we propose that yoga studios should truly recruit talents, not just coaches. They should have initiative, not recruitment for the sake of recruitment. They must have strict recruitment requirements and systems, rather than talking on the phone, interviewing for one or two classes, and trying for one or two months. Think about it. Yoga studios, no matter how big or small, have to spend money to invest in decoration, pay rent, and daily expenses. If you lose members because of the limited level of coaches, you will lose the yoga studio.

Any problem that arises can be discovered and solved, and this is also the need of industry development. The unchanging recruitment methods need to change, the unchanging job search methods need to change, and the unchanging teaching ability and level need to be improved. This is an inevitable occurrence in the development of the yoga industry at this stage and in the future. Therefore, coach friends should not easily satisfy the current level, and recruiters should not think that it is enough to have coaches to teach. Training units should not think that after collecting tuition fees from students, they will be sent to society as coaches after irresponsible training. In short, we believe that the industry cannot remain unchanged, but must continue to develop in a better direction. If you can't recruit a good coach, everyone must consider whether there is a problem with your recruitment method. Whether you have the ability and level to recruit good coaches.

Don't think of a yoga instructor's job hunting as just a job. To do this job well, we still need to pay a lot, and there are still many knowledge and abilities that we need to improve. At the same time, we also believe that there are definitely talents. There must be a good coach and a good yoga studio. Good + good = better. Bad + bad = worse. If the yoga studio wants to run well, just because you didn't recruit a good coach today doesn't mean that you won't be able to recruit them in the future. Just because a good coach didn't find a good yoga studio today doesn't mean there won't be an opportunity in the future. (Internship Editor: Wu Jinyu)