What do you do if your Functional Training team is struggling to attract and keep top talent?

First assess the needs and expectations of top talent within the Functional Training industry. These individuals often look for roles that challenge them, offer opportunities for growth, and provide a positive work culture. Evaluate your current offerings and how they stack up against these expectations. Are you providing competitive compensation, continuous education, and a supportive community? Also if your Functional Training team doesn't offer clear pathways for advancement or professional development, you may be inadvertently turning away high-quality candidates. Implement mentorship programs, provide access to certifications or continuing education credits, and establish clear career trajectories within your organization.

A simple task / process is to ensure that Exit Interviews are completed for every individual that leaves the company. It should be done as an anonymous tool and collate data that is then shared with the company leadership team. If turn over is high, then you should see some results within a couple of months.

1. Identify a specific problem or challenge in your current role. 2. Analyze the root causes and factors contributing to the problem. 3. Develop a strategic plan or approach to address the problem. 4. Implement your plan, taking proactive steps to solve the problem. 5. Monitor the progress and outcomes of your solution. 6. Document the results and communicate your problem-solving process and achievements to your superiors.

Revamping an entire company culture – is not an easy task and one that should be done with caution. In some cases, all that is required is for leadership from the CEO down to actually live and breathe the company culture every day. This will show to employees that you genuinely do care about the company employees. If the CEO and leadership do not like or believe in the company culture, then it should be looked at from an entire overview perspective.

I agree with the above, changing culture is not as simple as promoting people who probably should not be promoted.Nothing hurts culture like tolerating bad behavior. There is a saying that you are only as good as your weakest player. So concentrate there. Explore why there is weakness and help to build that person where they need to be, by offering skills building, mentorship or simply support and accolades. When employees are not cared for they will run or become the source of toxicity. Give them a chance to feel like their job and voice is critical to the company’s success. Last, do not tolerate gossip and cliches by keeping departments siloed and at odds with one another- Keep people in community.

Just because, talent is leaving a company does not mean that everyone should be promoted or moved to different positions within the company. A promotion or growth should be offered if an individual has shown that they have the mind set and capability to deliver in the new role. Also, some individuals may not want a promotion, and in this case, they present a whole new set of challenges to face.

A part of the jigsaw puzzle, as to why people leave a company or stay, however pay is not always the only motivation to be with a company. Instead of paying incentives look at other ways in which an employee can benefit, as an example Pension, Extra Holidays, Childcare and Gift Vouchers.

As with everyone that takes place within a company, having effective communication is part of this process, to ensure that messages are delivered in an effective manner. Likewise, it is important to make sure that any topic that is discussed also is concluded or the loop closed off to know that the topic has been concluded or that piece is no longer up for discussion.

Retaining employees can be as easy as ensuring that management treat individuals fairly and you have a good working atmosphere, transparency, honesty and to work without fear. These are some simple steps to take place, and each leader has their own style and as such potentially every employee has a different motivator.

You could ensure that your corporate reputation is sound. Are you sending the right message to "would be employees". Communication and employee relationships matter, get these right, the rest will come.

ometimes, take a look at how effective communication is within the company, and that everyone feels valued. It might be worth at monthly meetings, may be switch the department head, and see if any different is discussed or mentioned. Talking with your team on a daily basis, ensures that you have your finger on the pulse, and have a better understanding of what is actually happening.