Managing Teen & Young Adult Staff: Leadership and Productivity Tips

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Think about the young instructors in your business right now. They likely connect with your students in ways that feel almost magical sometimes. They bring fresh perspectives, authentic enthusiasm, and an intuitive understanding of what makes today’s kids tick. When everything aligns, they deliver experiences that parents rave about and students can’t wait to return to. 

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Yet the day-to-day reality of managing this age group comes with its challenges. The swim coach whose lessons are incredible but whose administrative follow-through is hit-or-miss. The dance instructor whose creative choreography wows everyone but whose time management keeps you on edge.

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What if these weren't just frustrations to endure but opportunities to develop systems that bring out the best in your entire team?

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Let's explore practical approaches that the smartest class businesses are using to create environments where young staff can truly shine while maintaining the professionalism your business needs.

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Today's Young Workers: Understanding Before Managing

The frustrations you experience with young staff often stem from fundamental differences in expectations rather than attitude problems.

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Today's 16-25 year olds have grown up in a world where flexibility, purpose, and personal development aren't workplace perks—they're baseline expectations. They've watched their parents sacrifice for jobs that didn't love them back, and they're determined to write a different story.

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A 2024 survey revealed that 80% of Gen Z professionals prioritise mentorship and clear career advancement opportunities over salary when choosing or staying in a job. The study highlights that Gen Z values clarity, purpose, and long-term skill-building, letting salary take a backseat to opportunities for learning and growth.

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For swim schools, sports clubs, dance studios and co specifically, this means:

• Young instructors want to know the "why" behind policies, not just the what
• They expect technology to streamline tedious tasks (paper timesheets feel archaic to them)
• They value developmental feedback more than just being told what to do
• They want to see clear pathways for growth, even in part-time roles

The studios struggling with constant turnover usually miss these fundamental needs. The ones retaining talent address them head-on.

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Leadership Strategies That Actually Work

Structure Creates Freedom

Young staff crave both structure and autonomy, seemingly contradictory needs that actually complement each other perfectly.

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Most studio or club owners make one of two mistakes: providing too little structure (creating anxiety) or micromanaging (creating resentment). The sweet spot lies between.

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Create crystal clear expectations around non-negotiables:

• Arrival times (15 minutes before class starts)
• Uniform and presentation standards
• Student safety protocols
• Parent communication boundaries

Then provide freedom within this framework. Let them bring their personality to lesson plans. Trust them to solve problems within defined parameters. Show them the outcomes you need while giving flexibility on method.

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Connect Their Role to Purpose

Teen and young adult employees aren't just working for a paycheck—they're looking for purpose, growth and flexibility. If they don't feel like their work matters, they'll quickly disengage.

The most effective managers regularly:

• Connect their role to a bigger impact (e.g., "You're not just teaching kids to swim—you're building water confidence for life.")
• Acknowledge effort and progress, not just results
• Take time to explain the "why" behind policies and procedures

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Communication That Connects

You're not just competing for your young staff's time, you're competing for their attention. The most successful managers have adapted their communication to match young staff preferences while still maintaining professional standards.

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This includes:

• Using their preferred platforms for day-to-day updates (group messaging apps work better than email for most under 25s)
• Creating visual guidance (short videos often work better than written manuals)
• Providing frequent, in-the-moment feedback rather than saving it all for formal reviews
• Being direct and specific about improvements needed

Pro tip: Create 30-second videos demonstrating exactly how to handle common situations. Young staff can review these on their phones right before class if needed.

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Mentorship, Not Just Management

Young staff aren't just looking for a job, they're looking for development. Even those working part-time want to grow skills that will serve them long-term.

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Smart studio and club owners create deliberate mentorship pathways:

• Pairing newer instructors with experienced ones
• Creating skills checklists with clear progression
• Offering cross-training opportunities across programs
• Highlighting transferable professional skills they're developing

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Managing Consistency Across Multiple Locations

The multi-location challenge hits particularly hard with young staff. How do you maintain consistency when your team is spread across different sites with varying levels of supervision?

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Successful clubs focus on these approaches:

Systems That Travel

Document your core processes in simple, visual formats that translate across locations. This includes:

• Class opening and closing routines
• Student progress assessment methods
• Parent communication templates
• Emergency response protocols

The key is making these accessible on mobile devices so young staff can quickly reference them anywhere.

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Location Champions

Identify one standout young staff member at each location to serve as your "location champion." This person becomes:

• The local culture carrier
• An extra set of eyes when you can't be there
• A peer mentor for newer staff
• Your feedback channel for location-specific challenges

This approach turns your young staff's desire for recognition and responsibility into an operational advantage.

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Regular Cross-Location Connections

Young staff particularly value belonging to a community larger than just their immediate workplace.

Create opportunities for staff from different locations to connect:

• Quarterly all-team training events
• Skills showcases where locations can learn from each other
• Social activities that build cross-location relationships
• Digital platforms where they can share wins and challenges

These connections reduce isolation and create positive peer pressure for maintaining standards.

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Strong Onboarding Process

Don't just throw young staff into the deep end. A thoughtful onboarding experience builds confidence and competence from day one:

• Create a thorough but engaging staff handbook with clear policies
• Develop a structured first-month plan with specific milestones
• Pair new staff with a designated mentor for their first few weeks
• Include specific training on handling difficult situations with students and parents

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Scheduling Success Without the Stress

Let's be honest. Young staff scheduling can feel like herding cats, especially around exam periods, holidays, and social events.

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Find a balance between flexibility and boundaries:

Predictability with Parameters

Establish core scheduling practices:

• Set schedules 3-4 weeks in advance
• Create clear swap protocols that put responsibility on staff, not you
• Define blackout periods (major recitals, swim meets) where time-off requests won't be approved
• Implement minimum notice periods for availability changes

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Technology as Your Assistant

The right scheduling technology makes a massive difference:

• Use platforms that allow staff to mark availability and request swaps directly
• Implement automatic reminders 24 hours before shifts
• Create digital check-in systems to track punctuality
• Use qualification tagging to ensure proper coverage

Most importantly, choose systems that work seamlessly on mobile, as that's where your young staff live digitally.

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Incentives That Matter

Create incentives that matter to young staff:

• Preferred class assignments for those with perfect attendance
• First choice on holiday schedules for reliable team members
• Recognition programs celebrating consistency
• Small perks for those who help cover difficult shifts

These approaches work because they appeal to young staff's desire for recognition and fair treatment, not just financial rewards.

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Set Boundaries & Be Consistent

Yes, you want to be the supportive boss—but you also need to be the consistent one. The most respected managers:

• Enforce rules evenly (don't let lateness slide "just this once")
• Remain approachable but maintain professional boundaries
• Hold staff accountable in private, praise them in public
• Model the behaviour they expect to see

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It's Worth Getting This Right

Managing young staff effectively isn't just about reducing your headaches. It directly impacts every aspect of your business.

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Your teen and young adult instructors are often the face of your business—the people your customers interact with most frequently. When they're well-led, they become your greatest asset, bringing energy, relatability and fresh perspectives that keep your programs vibrant.

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More importantly, many of today's part-time young staff will become tomorrow's studio managers and program directors. The leadership foundation you help them build now creates the future of your industry.

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Remember that you're not just managing staff—you're helping shape future professionals. Taking time to guide them on crucial skills like handling conflicts with grace, speaking to parents with confidence, and managing their time effectively gives them valuable capabilities for their entire careers.

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The studios that thrive long-term aren't necessarily those with the fanciest facilities or biggest marketing budgets. They're the ones who've cracked the code on developing young talent into exceptional teachers and leaders.

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What if the challenging young swim coach or dance instructor on your team today becomes your greatest success story tomorrow?

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That journey starts with the leadership approaches you implement today.

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Be their leader, not just their boss. Many young staff members are working their first real job—and that means you might be their first real manager. Your leadership style will shape how they view work, responsibility, and even themselves.

• Be patient but firm
• Model the behaviour you expect
• Celebrate wins and coach through challenges

With the right approach, those energetic but sometimes unpredictable young staff members could become the greatest investment you'll ever make in your business's future.

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