One of the biggest pain points for studio owners isn’t just hiring great staff members—it’s keeping them. High turnover drains time, resources, and energy, forcing you into an endless cycle of recruiting and training. But what if there was a better way?
In a past BFS session, we explored how to build a team that stays long-term—not just by offering competitive pay, but by creating a structure that supports their career goals, work-life balance, and financial stability.
Some instructors want to teach full-time, while others are passionate but can only commit to a few classes per week. Instead of forcing everyone into the same mold, the most successful studios build flexible employment models that accommodate different levels of commitment while ensuring consistency for members.
A hybrid workforce that includes both part-time and full-time collaborators allows studios to:
If you’re only paying a flat rate per class, you may be undervaluing your best collaborators and unintentionally driving them to look elsewhere. A tiered compensation model that rewards tenure, performance, and demand helps keep great staff members invested in your studio’s success.
For example, some studios:
These structures improve retention and directly impact class quality and customer satisfaction. When instructors are motivated to grow within your studio, they bring their best energy to every class.
Ultimately, a well-supported team leads to a stronger business. Happy staff members mean better classes, more engaged members, and higher retention and profitability.
When staff feel valued, appreciated, and financially secure, they’re more likely to:
If you want to stop losing great staff members to burnout, inconsistent pay, or lack of career growth, it’s time to rethink how you support and incentivize your team.