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What would you suggest YMCA management do to prevent others from leaving?

83 answers

  • Pay employees more. Communicate objectives, expectations, and plans to employees. Make those expectations and objectives similar to all groups in a department so that it is easier to sub in areas not your normal.

  • The YMCA needs better clear directives for their directors. They give little direction, little pay, little praise, and little to no help, but then come budget time they have the highest expectations without a plan on how to help you reach those expectations.
    Executives need to see how things run day-to-day, find out issues each level of employee faces regularly and how to help out with those issues. They want to say people should work for “the mission” without really living up to the mission themselves. Become a team player, not someone just watching and creating chaos from an “ivory tower.”

  • Stop approaching people in a hostile manner

  • Quality care is sacrificed by not paying fairly for the work being asked on ALL levels. In the youth Development program counselors are paid the least but do so much for the program. It’s a shame!

  • Walk in the moccasins of the administrator and offer help. Note observations that show things that need attention. Help those in charge be responsible by being responsible.

  • National Y need to recognize and compensate lifeguards, fitness instructors, aquatic fitness instructors, yoga instructors, etc., according to their degree, (education), certifications, number of years teaching/training others and or levels of past management experience in previous Years. Ex. brand new lifeguards need intro base pay, lifeguards/instructors with 10 or more years need a respectable hourly rate, lifeguards/instructors with degrees, years of experience and valid certifications, need a very competitive salary/hourly rate so members have an excellent experience! Instructors will also stay with the Y! National Y has no idea the cost for a 200 hour YOGA teacher training certification, ($2900-$3200), and expects to teach yoga instructors $15-$20/hour. Y needs to pay $40-$50 an hour!!!

  • YMCA of Central Massachusetts the management all sticks together to protect one another. Upper management is a total click of circling the wagons to protect one another. HR is a total joke, will always side with management and never take a complaint seriously. Also if you make a complaint against your manager it is never recorded therefore it never happened.
    The pay is a joke you are not paid even close to what you would be at a for profit company. The way pay raises are handled the most anyone can receive is 3% and for that little bit you can never have a bad day or make any mistake. Bullying is a huge factor it's terrible but if you complain you come out on the short end of the stick.

    I loved the members, welcome staff, facilities etc., however I would not recommend anyone work at any of the six Y's within the association.

  • Don't bait-n-switch, lie to your staff. Be honest about your expectations of them and their credentials upfront. Part of the reason for turnover (In Columbus Ohio) is because they hire and promote staff to fill needed slots under false pretenses. Once the employee realizes the deceit and trickery, they leave the company. Be fair, honest and decent in your dealings with people and staff will be happy, dedicated and stay.

  • Management don’t treat their employees well, and don’t give a raise after being there for so long & refuse to acknowledge good work and give more work to do without better pay

  • Pay your teachers what they deserve! They offered sign on bonuses, reference bonuses. and paid prior employment training but was never given. Child care teachers don’t get paid a lot and they basically work “ full time (39.5 hours)” without giving affordable full time benefits.

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