24 Hour Fitness

  www.24hourfitness.com
  www.24hourfitness.com
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Human Capital investments should hold priorty. Turn and burn is the how 24 Hour invests, poor return on investments.

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Former Employee - Master Personal Trainer/Fitness Manager in San Diego, CA
Former Employee - Master Personal Trainer/Fitness Manager in San Diego, CA

I worked at 24 Hour Fitness full-time (more than 5 years)

Pros

Professional dress is always pajamas. Changing lives and creating long lasting client relationships is the best part of the occupation.

Cons

"Meeting minimum sales requirements is easy and the stress is fairly low;" If one lives at home, doesn't depend on this job (not career) to pay bills, ever wants to afford a home, or have children. Work/life balance, this must be a joke, there is none. Time off,... paid vacation is minimum wage. Promotions are a joke as well, they ""dangle the carrot" so long by the time one does get a promotion, they're burnt. Not to mention it is a sales job, which happens to be a luxury, and if the economy takes a downturn, so does one's paycheck no matter how har one may try. The previous concerns the fitness portion of the business plan, which is ingenious for the company. They keep the lights on, provide the space and equipment for customers who do not work with trainers; yet 24 Hour Fitness feels they deserve 50% of what the staff charges hourly. Which is upwards of $50/hr - $70/hr depending on the education and experience of the client's trainer.

Advice to ManagementAdvice

Leadership and employee compensation seriously took a dive ever since, 24 Hour was sued for "hinting" to get paid one often had to work off the clock. This ended up with a class action lawsuit upwards of 300 million+ which caused the founder to sell the company to an investment firm, it was down hill from there. This eventually caused an exodous which encompassed long term facility employees, very successful club management, even corporate department heads, to top execs decided to take their talent else where.
This was a lead up to my point; a serious lack of moral in every department (behind the scenes), a customer would probably never guess, as employees hide it very well. Although HR tries to curtail sexual harassment and promotions due to "special favors," it has happend and continues to happen as I still know people within the company. Promotions are given to people who may have an education, however, most have nothing to do with health/fitness or business for that matter. This advice is not coming from a short-term former employee, I was employed with the company for seven years. Which in this company is quite an accoplishment. We decided to go seperate ways when I had enough and knew I would never move up; regardless of experience, knowledge, and expertise regarding all aspects of the non-corporate environment.
I'm giving a warning to upper managemnet on how former and current business pratices lower moral, trust, and and overall enthusiasm to go above and beyond. It creates an environment where employees work just hard enough not to get fired or get by until something better comes along. Unless this job is striclty for extra money and isn't needed to build a prosperous life.
Major advice, give your employees paid vacation and sick days which pays one's fully paid hourly rate according to the agggregate mean of the employee's quarterly or annual production, including the median bonus broken down to an hourly rate. The summation of those two incomes divided by one plus the risk-free rate plus the mean quarterly growth rates. (Ih +1b)/avg. hrs. per month = /1+rf+g. The eqn is very rudamentry, however I think the finance people at 24 get the point.
Creating a work/life balance retains quality employees, this will decrease turnover, training costs, over head, direct labor not only from corp. training staff and new club staff learning software systems. It allows management to focus on making minor adjustments with experienced staff, instead of focusing large amounts of time ensuring proper on the job education, both hands on with clients, but sales training as well. Treating the corporation's "money makers" with the benefits they deserve will increase productivity, reduce turnover, and create a culture conducive to a service industry. I honestly hope someone with the influcence to create change reads this and takes appropriate measures to fully realize the potential of this business.

Doesn't Recommend
Negative Outlook
No opinion of CEO

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