How to Engage and Retain Great Managers: What BFS Members Are Doing Right

After hundreds of responses to the BFS Business Assessment, one message stands out: your managers make or break your studio’s performance, and keeping great ones requires more than a title.We’ve discussed this topic with many BFS members over time, including Evan Lindsay (a multi-unit turnaround operator and consultant) and Abby Phelps (owner of eight Club Pilates studios in Chicago). They’ve generously shared what they’ve learned about hiring, supporting, and retaining strong leaders in their studios, and how doing so drives both culture and revenue.

Here’s what’s working for them:

1. Define Your Team Structure, Then Support It

Abby Phelps runs eight Club Pilates locations and has built a layered management team: studio managers, assistant managers, a regional manager, plus specialists in operations, education, and HR. Every manager is full-time and most wear multiple hats—some teach classes, others lead onboarding, operations, or team development.

This structure didn’t exist when she had three studios. It evolved from necessity. Abby promoted from within, created new roles to solve growing pains, and peeled responsibilities off overworked positions to avoid burnout. Her director of operations now oversees a right-sized team, providing mentorship and consistency across all locations.

Evan Lindsay echoed this idea. His studios are leaner, but his approach is similar: every gym has a general manager, assistant GM, and a flexible third team member whose skills (marketing, coaching, admin) complement the others. He’s learned that no two managers are alike, and his system is built to flex with that reality.

2. Build Career Paths, Not Just Jobs

Both Evan and Abby emphasized one thing: people stay when they can see a future.

Evan’s managers start by coaching 10 classes a week to get embedded in the community. As the studio grows, their class load decreases, and their compensation increases. “I want them to see the light at the end of the tunnel,” he said. “If they’re putting in the work, they need to feel like they’re winning.”

Abby agrees. Her managers start with modest base salaries but receive meaningful revenue-based bonuses. She’s built tiered incentives tied to consistent revenue growth, so her managers know exactly what to strive for and what they stand to earn. That clarity leads to stability. Some of her team members have been with her for 6+ years.

3. Compensation Is a Culture Tool

It’s not just about how much you pay, it’s what your comp model says about your studio’s values.

Evan uses a simple framework: if the gym grows, everyone wins. He avoids overly complex metrics and instead ties bonuses to results that actually matter (net autopay growth, member count). His managers even have the option to invest small amounts into their studios, giving them literal skin in the game. “When people feel ownership in the result, they show up differently,” he said.

Abby’s philosophy is similar: she wants her managers to feel like they’re part of something valuable, both financially and emotionally. “We have a baby bonus, unlimited PTO, 401K, and professional development support,” she shared. “I want people to be happy and stay longer, that’s good for the team and for the business.”

4. Invest in the Right People, and Know When to Let Go

Studio owners know how hard it is to hire. Both Abby and Evan have made mistakes by hiring too fast or holding onto the wrong person too long. But they’ve learned to be more intentional.

When you find the right person, it’s worth paying more to keep them. Evan pays managers well above market in some of his locations and gives them clear benchmarks for growth. Abby creates room for side-hustle instructors to stay engaged while building strong full-time roles for those who want a career. It’s a balance, but both leaders agree: retention is about fit, opportunity, and clear expectations.

BFS Members get access to the full recordings of past webinars, to read the blog recaps click below;

🔗 Crafting Compensation Structures for Team Alignment and Studio Scaling with Evan Lindsay
🔗 Maximizing Studio Success with Abby Phelps's Strategic Staffing Model

Looking for more strategies that actually work?
Explore the rest of the takeaways, watch the full recap, or complete the BFS Business Assessment to see how your studio stacks up—and where you can improve.

🔗Read the complete BFS 2024 State of the Industry Report Takeaways Blog + Webinar Video Recap

🔗Complete the Business Assessment and benchmark your studio