Calling all studio owners and managers! Let’s ask some essential questions relating to the success and longevity of your business:

How do you find yoga teachers who share the same vision for your studio as you? Once you’ve found them, how do you keep them? What do you have to do to balance teacher expectations and teacher happiness?

These are just a couple of questions to consider as you build your studio team. Allow us to highlight some key strategies for managing a successful team of yoga teachers.

1. Nail your interview & assessment process

Grounded Team2

Remember that your yoga studio is at its heart a business, and while it may serve as a charming oasis for your students, it is your baby. Be sure to have a standardised interview process for every yoga teacher who applies.

Ask your applicants for a yoga resume as well as references from prior yoga teaching/studio positions before the interview.

Based on your preferences, you can streamline the hiring process by eliminating or selecting candidates based on the number of years of teaching experience, managerial experience, etc that will fit your unique studio needs.

You can even consider holding group interviews! This will serve you in two ways:

1) You will witness how your potential hires interact with each other and how they present themselves in a group and,

2) You will save time by asking a group of interviewees the same questions as opposed to making time for each individual. After the group interview, hold a final one-on-one interview as a way to reaffirm your positive feelings about the potential new hires or to realize that they will not serve your studio needs.

And once you have your amazing team of teachers….

2. Craft some kind of teacher’s agreement

For some, this will look like a legal contract, but at its core purpose, the teacher’s agreement will unite the team of teachers based on their integrity. Here is where you lay out your expectations of your teachers and set structure so your studio runs smoothly. Consider addressing at least some, if not all of the following topics:

    1. Minimum length of teaching commitment
    2. Ability or inability to teach at another studio location
    3. Weekly teaching availability
    4. Penalties for last-minute yoga class/workshop cancellations
    5. Studio responsibilities before and after yoga classes/workshops

The teacher’s agreement is particularly important because it creates the same expectations for each yoga teacher on your team. If every teacher is operating with the same consistent studio principles, you will be able to spend more time developing your teachers and your students rather than wasting time on the administrative facet of your business.

Now that you have your talented team of yoga teachers….

3. Get creative with incentives

Out of all of the neighbouring yoga studios, why do your teachers love working at your space? How are you working to retain your teachers and by extension your students?

Running a yoga studio means running a business. You need to crunch numbers and account for your short-term and long-term cash flows and determine the best salary you can afford to pay your yoga teachers to maximize your business and your teacher.

This may call for additional research to understand what the standard salary of a yoga teacher is in your particular location. A positive your studio vibe is not enough; an attractive salary will have quite a tasteful influence on teacher retention.

In addition to salary, consider incentivizing your teachers to advertise to and encourage their students to purchase class passes/packages/memberships with friendly competitions that result in a delightful grand prize for the winner. This strategy will support business goals and encourage your teachers to build relationships with their students and drive up profit margins. You may be paying a small price to the winner of your friendly competition, but the long-term benefits outweigh the short-term loss.

4. Build community with your teachers in and out of the studio

This is the most important strategy for teacher retention. You do not want to run a dictatorship at your studio. To avoid this, create space for your teachers to share their input for yoga workshop and retreat ideas, community events, fundraisers, potential business partnerships, etc.

Do this and you will encourage your teachers to think like business people, inevitably giving them the opportunity to build up their yoga resume while also supporting your studio business needs. Your teachers will be content if they feel like they are learning and growing while doing something they love.

No one wants to stagnate in terms of their professional development. A business would fail if it never developed, changed, or expanded. The same principle applies to the employees of a business.

Lastly, organize time for you and your yoga teachers to get together outside of the studio. Be the connecting point for your teachers and foster the growing bond between your teachers that comes from shared laughs, pleasures, and experiences. Harness the power of collective energy and be rewarded with lasting friendships, business relationships, and studio success.

Want to Take Yoga Teaching to the Next Level?Check out our training and resources! 

About The Author

Jules Barber

Jules Barber is the Founder & Creator of Yoginomics. Having worked in a golden cage in London for 15 years she sold out of her business to become a yoga teacher, corporate wellness specialist and location independent entrepreneur, on a mission to mentor and coach the next generation of amazing yogis - teachers and students alike.

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