Life Time reviews about "upper management"

Upper management sometimes decides they know best for aquatics when they’re never around, members don’t receive any repercussions for behavior.

Not the right fit for those who strictly want to teach - this is very much a sales job with many metrics to hit You are on your own to acquire new students and fill your classes - this can take months No sound proofing between rooms - made it difficult to teach Pilates while louder classes were going on in adjacent studio (members complained about noise) The Lifetime signature is expensive for many - Pilates costs extra - at times could be a hard sell Spent a good portion of time teaching complimentary classes instead of paid group classes Expectations / goals high for part time employee

I worked at the Las Colinas location and my experience reflected serious issues with leadership, communication, and compensation. This was one of the most dysfunctional workplaces I’ve experienced. Leadership often lacked basic competence in the areas they were responsible for managing. Communication was minimal, and when it did occur it frequently contained inaccurate information or obvious errors. Accountability was extremely weak. Favoritism appeared to be common, and some employees seemed to receive special treatment. At the same time, management frequently avoided responsibility, cut corners, or delegated tasks to unqualified staff or personal acquaintances. The commission-only compensation structure is unsustainable for many employees. Even full-time workers can struggle to cover basic living expenses, with earnings well below the local average for similar roles. When concerns about income were raised, the response from management was essentially to “work more hours,” even when schedules were already demanding. The business model pushes the risk onto employees while treating them as disposable labor. Workers are responsible for generating their own revenue with minimal support, and if the numbers aren’t high enough, they are quickly replaced. Management practices also created constant disruptions to schedules. Meetings were often placed on calendars without notice, blocking potential clients and then being rescheduled or canceled later. Emails frequently went unanswered. Concerns about workplace culture, favoritism, and leadership practices were raised to upper management, but no meaningful action followed. Overall, the culture felt highly transactional. Employees were treated primarily as revenue generators rather than professionals. Morale was extremely low.

- "Cult Like", Upper management will make you hold hands singing kumbaya and pretend to be your friend but they arn't - Lack of support from management, especially with younger leaders - High turnover rate - Poor communication about expectations and polices - Usually understaffed - Lots of work for little pay Company and profits come first, they promote a "happy, healthy workplace" but its still just driven by Corporate expectations and don't really care for their staff.

Not paid for any time spent on building class playlists, programming, etc. Upper management is often disorganized. Communication between levels of management and departments is severely lacking.

Upper management seems to ignore common sense; for example, not providing functional waterproof walkies and rewarding team managers for low budgets, encouraging lean sometimes understaffed schedules.

Ops Culture is a bit fractured but upper management handles issues quickly