The fitness industry is different from the general big companies (such as Coca-Cola or Apple), and it is a regional small-scale sales service industry. Its business can be roughly divided into venue leasing (selling members) and technical support (selling classes). The service staff is also very regional (generally, more than 80% of the main customers will not exceed the radius of 3km) and the total sales of services is not large (the total shipments of supplementary sports protective equipment are generally small because of limited members).

Many times, management is in a shop-like passive state, and it is difficult for excellent managers to create additional value. As long as mediocre managers don't overdo it, there are few omissions. In addition, the domestic fitness industry is not standardized, most of them belong to OEM, and there is no obvious difference between some partnership managers, marketers and coaching teams.

Under normal circumstances * * * If the joint venture is large (at least 3,000 square meters away, the total number of fixed employees and transition coaches is more than 40) or a number of chain decentralized operations really need professional managers, then it will be rewarded according to the percentage of the net profit at the end of the year, because the gym has a low rate of return and the equipment continues to depreciate, even if a small number of shares are given, it actually has no practical value (middle-level personnel of quasi-listed companies, Assets10000000) 0.5% of the shares of workers can bring huge returns after listing. The gym manager who invested1000000 will give him 5% of the shares at the end of the year, and he will not get much bankruptcy liquidation except some semi-old equipment.

For a truly large-scale fitness center that operates well at the same time, 50% of the net profit is used to update equipment and reinvest, and the remaining 25% is used to feed back regular employees. 10% is regarded as the year-end performance of the sales team (champion takes 3%, second place takes 2%, exploration takes 1%, and the rest takes 4%). 6% is used to attract core coaches (generally only one town-level boss according to different specialties, such as retired coaches of the national team or real ones), and online fitness bitches that are better sold by powerful athletes and big-level bodybuilding champions. 9% reward other outstanding employees (including head coach, cleaning staff, counter service staff, department manager, etc.). ), which can not only ensure the income of investors but also mobilize the core competitiveness of the team.