In a recent article, we discussed the need to fire customers. It was, of course, spot on but it got me thinking about other situations where I've spoken to club owners who feel somehow obligated to keep a member of staff in spite of countless behavioral issues.

One owner actually asked me if he should fire an employee who he was sure was stealing. I almost didn't bother with a response but had to dig further. Why would you even consider keeping a thief in the camp? To which he replied, "Well it's my Sales Manager". As if that made it okay to put his hand in the till! There are a few reasons to tolerate the employee whose upside potential outweighs the negative. However, once that balance shifts the other way, then it's time to make a change.

Here are a few reasons to keep the problem child around(at least for a bit):

• They promised you they would change (and do it)
• They help you positively motivate the staff
• Their personal revenue production is hard to replace
• They are trustworthy and loyal

It's probably worth firing (even top producers) if:

• He willfully corrupts your systems at a cost to other staff
• Your employees are prevented from doing their best work in the long run
• Their ineffective actions can't, or won't, change
• They distract you from delighting customers
• You spend more time dealing with their issues than developing other staff that actually has potential

In general, clubs are afraid to fire top producers, no matter how distracting.

I understand it can be difficult to find good gym employees, but what if it requires you to change the definition of good? Don't make the mistake!