Teacher turn-over is a tremendous problem in the music school business. It’s even more frustrating when you feel as though you are doing everything right, by supplying them with consistent students, you pay them on time and even more you schedule holiday time off in your studio!!
The first thing that you must understand is that when a music teacher leaves your studio it is beyond your control. And think about it, why would you want to control it! If you are able to leverage that music teacher by saying I will pay you more per hour or I will give you more students etc, the next time they threaten to leave your studio you will have to try and leverage something else -like your grand piano-just kidding! Let those music teachers go, and don’t think twice about it.
Instead, what I want you to focus on is how can you create an environment where you consistently hire music teachers that are committed to teaching and are going to be dedicated and loyal. Remember, you are not a bad music school business because music teachers have quit working for at your studio. Fortunately many of us music teachers, have been teaching since we were young therefore, many have never had the opportunity to work a management position at a company or receive management training. Therefore we have to learn on the job i.e. while building our music school business.
So how do you protect your studio from being the studio that attracts music teachers that are just passing time, or music teachers who are using your studio and students to supply a little income until their next big gig and worst of all music teachers who don’t take their job seriously? It’s a process when building your music studio staff and I hope to help with a few tips in this article.
Create a very strict Interview Process
Interview your music instructors carefully, complete a reference and background check on them as well. In addition, you may want to have the music instructor audition and perform a few pieces as well as try out a sample lesson on you or a student. In fact, a lot of music studios hire instructors on a trial basis in their music schools and set the trial basis for 30 days or 90 days. During that trial time, you may discover that the music instructor doesn’t enjoy the work load, some characteristics you dislike and feel as though the instructor just isn’t a good fit.
Don’t Under pay your music teaching staff
Your Instructors may feel as though they are being underpaid if you haven’t raised your rates in awhile and it’s difficult to keep competitive staff on payroll if they aren’t making any money. Most of all if your teacher pay is low to afford your studio bills, it may be time to raise rates, re-negotiate your commercial lease etc.
Create a team-like environment
A Team-like environment will show how everyone is working together and doing a substantial part of the job. Instructors shouldn’t feel as though they are just showing up to work at the studio and teach a bunch a lessons. They want to feel apart of an organization and a community with their co-workers and boss. Try creating fun things to work towards such as staff competitions and staff awards
Watch out for jealous/spy teachers
You can try to be as discerning as you like however every now and then an ill-intentioned music teacher slips under our radar and gets into our staff. They began teaching and no sooner than later they begin to reveal their true intentions in your studio, whether they are jealous of your success or talent or envious. The best thing to do is cut all ties with that instructor and move forward to hiring a more qualified individual who you can continue to build with.
The process of building your staff may take some time to get the science and chemistry just right but once you do, you won’t regret it! Just hang in there and keep trying.