Over the last 5 years, I've routinely answer questions about how to attract and retain teachers. The challenges I commonly hear are:
1. How do I attract good teachers who are committed and invested in my studio / community?
2. Once I hire them, how do I keep them? 3. How do construct a process to retain them?
The first issue is one of hiring practices. How do you write a great advertisement and get it out in the community? Some areas to think about are skill level, expectations of the work, the community you are creating (tip: be descriptive here), how compensation works, and what opportunities you offer for growth. What is your hiring process? Who does the interviewing?
Lastly, is creating a process for retention. Just like you have the "Sales Process" to retain your clients after the intro offer, so must you invest in your staff /teachers. ~Do you have a check list? ~Do you have a 90 or 120 day performance review? ~How about auditing classes and providing constructive feedback? ~How do you communicate steps to growth, more responsibility, and participation in other studio revenue streams (i.e. Teacher Training, workshops, and retreats).
"For the first time since I opened, I not only can pay myself but I was able to step away from the business for a month. Before working with you, neither of these things were possible! It is a direct result of the work we have done together that my business is now generating a profit, retaining clients, and attracting new people. Thank you so much. I am so grateful! ~ Michele Landis, Yoga at Simply Well