Skip to content

How Successful Studios Are Rethinking Talent—And Winning

Picture of The BFS Network
How Successful Studios Are Rethinking Talent—And Winning
3:43

 

[RESOURCE] HGT Liz Clark Video
The fitness industry is changing—and it’s not just about how we serve clients. It’s also about how we attract, support, and retain the people who power our studios.

In a recent episode of the HFA Shorts with Liz Clark podcast, Paula Comfort, CEO of Higher Ground Talent, shared powerful reflections on what the next era of staffing should look like for fitness and wellness businesses. From evolving leadership mindsets to building meaningful workplace cultures, it’s clear that staffing isn’t just about filling roles—it’s about building the kind of team that will help your business last.

Here are the big takeaways studio owners should pay attention to:

1. If culture is broken, talent won’t stay

When only 30% of a team is hitting their goals, it’s not a motivation issue—it’s a systems issue. Before blaming individuals, look at expectations, communication, and how you’re supporting your people. Step back and assess:

  • Are expectations clear?
  • Do people feel psychologically safe giving feedback or asking questions?
  • Does the environment foster growth or just task completion?

2. Retention starts with how your team is treated

Great pay won’t make up for poor leadership. Studio owners must invest in team relationships the same way they invest in member experience. Consistency, care, and communication are the foundation.


 

3. Deliver on what you promise

If you promote mentorship, flexibility, or advancement, your team should see it in action. When the reality doesn’t match the promise, trust—and retention—disappear quickly.

4. Small gestures create big impact

You don’t need lavish bonuses to make people feel appreciated. Often, it’s the simple things:

  • Handwritten thank-you notes
  • A surprise coffee or lunch
  • Recognizing a team member in a group chat or meeting
  • Giving someone flexibility for a personal appointment

These small actions create a culture where people feel seen and valued.

5. Make work feel like a place people want to be

Engagement isn’t just a buzzword—it’s about giving team members a voice, a reason to show up, and space to grow. From all-hands meetings to an open “I have an idea” box, people stay where they feel seen and heard.

6. Rethink leadership development

Leadership today isn’t about control—it’s about connection. One-on-one meetings, personalized coaching, and understanding each person’s “why” are more important than ever. Leaders at every level need support.

7. Compensation goes beyond the paycheck

Think holistically about what you offer:

  • Competitive wages
  • Health insurance, PTO, 401(k)
  • Flexibility with scheduling
  • A culture of respect and purpose

People want to feel like they can build a career—not just hold a job.

8. Get more strategic about hiring and onboarding.

From predictive hiring tools to tailored onboarding processes, smart HR practices are no longer optional. You don’t need a huge team—but you do need a plan to find the right people and keep them.

9. DEI can’t be performative.

Diversity, equity, and inclusion should show up in your compensation decisions, hiring practices, and how you build your leadership pipeline. A checklist approach won’t cut it—this work must be authentic and consistent.


These takeaways are a call to action: Staffing is not just an HR function—it’s a leadership responsibility. If you want to attract the right people, keep them, and build something that lasts, the work starts internally.

 

This blog was created using insights from the HFA Shorts with Liz Clark podcast episode “Staffing Series: Next Era of Staffing,” featuring Paula Comfort, CEO of Higher Ground Talent.

 Hire-Ground-Talent-Logo-1-300x57

For more content like this, access our People Operations Playbook by Hire Ground Talent

 

 
, ,