May 17, 2017

How Club Fit Empowers and Engages its Staff

It was 1973 when Club Fit first opened its doors in Westchester County, NY. Today, our club locations offer health and fitness facilities and programming to enhance quality of life and physical well-being for more than 14,000 members and guests. Club Fit provides a place to work out and unwind. It’s a place to play your favorite sports and a place to take charge of your health and well-being. As our tag line states, it’s a world apart from fitness as usual.

Everything we do at Club Fit ties to the mission of engaging our staff and giving them the tools they need to promote a healthy lifestyle for our members and guests. We do not take for granted how many moving parts we have here at Club Fit and spend a great deal of time helping our staff get up to speed and ready to embrace the Club Fit way.

Club Fit’s environment is truly unique. Every generation is represented, not only in our membership base but also within our staff population. We know firsthand that there is no one-size-fits-all message that will work for us as an organization. Add in 21 different departments and staff with varied schedules, and engaging and empowering this dynamic organization can be a real challenge.

Watch a free webinar on HR secrets from best-in-class companies, such as Club Fit

I recently shared some of Club Fit’s HR secrets for engaging and empowering our employees during a webcast with Ceridian and Zachary Chertok of Aberdeen Group. Here are three secrets I shared:

Automate processes

At Club Fit, we want our managers to focus on how best to serve our members first and foremost, while also allowing time for staff training and development. However, our very manual HR processes were always getting into the way. With the help of Ceridian’s Dayforce, we’ve automated more of our processes and removed some of the steps to give managers more time back in their day.

Empower staff with performance development

Previously at Club Fit, performance management was purely paper-based and involved scanning or handing the form to multiple levels of management, all involved in the approval process. With the Dayforce application, we’ve implemented a self-review process, which is brand new to the organization and has been very well-received. Staff now feel more involved, as they are the first step in the process. We’ve also shifted our focus from performance management to development, where managers are encouraged to have more meaningful and deliberate conversations with staff on a regular basis.

Implement surveys

As leaders, we know the importance of surveying the workforce. Employees want to be heard and empowered, and offering them mechanisms for feedback is so important to us at Club Fit. The true success of our staff engagement survey comes from the fact that we report on our results and share our action plan and timeline for measurable improvements. Our staff members feel not only heard, but truly valued when we show we understand their needs and are ready to do what it takes to meet them.

Prudence Pitter

Prudence Pitter has over 21 years of Human Resources expertise mainly in the hospitality space. She holds a Bachelor’s degree in Business Administration and Human Resources Management, a Master’s in Business Administration and the highest distinctions in the Human Resources profession; the Senior Professional in Human Resources and the Global Professional in Human Resources certifications. As Chief Talent Officer of Club Fit she leads the HR function and is tasked with creating the talent strategy for the organization.

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