Drafting a Career Map in Five Steps

career map
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According to PayScale, the average salary of a CrossFit Coach is $38,000. The average hourly rate is $18.

It’s no secret the industry of fitness, specifically the niche that is CrossFit, has grown over the years to be a place where one can now have a career. However, as an owner who is crunching the numbers, the above salary and hourly rate might be a bit scary. PayScale notes the average salary range for CrossFit Level 1 Trainers can get up to $50,207.

While pay is important and something you need to keep top of mind – just ask Jeff Crawford of Maverick CrossFit– so is the career trajectory of your staff. Do they have opportunities to grow? Are there more positions for them to fill? Can they increase their abilities in your business? Sometimes, determining that career path can be as powerful as the money going into their wallet.

But how do you go about setting a career trajectory for your Level 1 Coach? Or your full-time gym manager? Answer: career maps.

“Career maps help employees think strategically about their career paths and how to meet their career goals within the organization rather than leave it to move ahead,” reports SHRM.org in the article, “Developing Employee Career Paths and Ladders.”

Career Maps: How to Make it Happen

Step 1: Sit down with your staff members individually. Let them know you want to help them achieve their goals and develop in their career. It’s important to voice your intentions.

Step 2: Explore the employee’s, knowledge and abilities, as well as past experience. 

Step 3: Determine their ideal position/job. What would their dream role look like? It’s OK if it doesn’t yet exist at your gym.

Step 4: Analyze what skills, knowledge, etc. needs to happen on their end to make that dream a reality. Then analyze what needs to happen on your end as an owner – do you have to make x amount of revenue? Do you need a new program or offering?

Step 5: Determine what the next step for you and your employee will be. Agree to reassess in a year’s time, coming together quarterly to determine their progress, as well as where the business stands in meeting their needs.

What’s Next?

Moving along the career path typically isn’t easy. “It takes effort; you’ve got to have the wherewithal to stand up to the criteria you’ve set. If someone fulfills it, you are going to promote them and pay them more,” stated Mickey Mantle in his book, “Managing the Unmanageable: Rules, Tools, and Insights for Managing Software People and Teams.”

Help your staff grow in their career development but be ready to compensate them accordingly. 

Heather Hartmann
Heather is the editor for Box Pro Magazine. Contact her at heather@peakemedia.com.