The Decisions That Finally Get Studio & Gym Owners Paid

Feb 17, 2026

38:01

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Download the Episode 3 workbook → https://bit.ly/p-finance-in-february-workbook

This episode is part of our 4-part Finance February series and in episode #3 we stop looking at numbers … and start using them.

You’ve got awareness (Episode 1).

You’ve got rhythm (Episode 2).

Now it’s: what decisions are you making off the back of it?

Because the goal isn’t “be good at finance”… it’s get paid properly and make calls like hiring/spending based on rules - not emotions.

In this episode, you’ll learn:

1) Owner pay vs profit (and why most owners stay broke).

Owner pay = the salary you’d have to pay someone to replace you (fair market wage)

Profit = what’s left after the business runs properly (and then becomes dividends / drawings / extras)

Most owners think they’re profitable… because they’re paying themselves $0 (that’s not profit, that’s unpaid wages)

2) The “Abducted You” test for owner salary.

If you got abducted tomorrow … what would you list your job ad for?

That’s your “owner salary” number?

3) Decision rules for hiring (and the 40% labour trigger).

Hiring isn’t a feelings decision; it’s a ratio decision. You get “permission to hire” when you’re around the labour % you’re targeting (the example used: ~40%) BUT only if you’re hiring to grow revenue, not to “buy time” and watch Netflix. Labour % moves like stairs: hire → % goes up → revenue growth brings it back down → repeat

4) Stop spending based on vibes (use guardrails, not handcuffs)

Forecasting + ratios are guardrails so you don’t go broke. They’re not handcuffs that stop you going big. You can break the rules - but only deliberately with a plan to bring ratios back

5) The true cost of a staff member (it’s not the salary)

A “$100k staff member” is not $100k. Add in things like:Super, Leave coverage, Workers comp, Payroll tax (if you’re over threshold)…and you’re closer to $130k+ in real cost. If you don’t model this properly, you’ll hire early and wonder where your profit went.

6) Smarter team design (local vs offshore + base + variable)

Don’t pay Aussie rates for tasks that don’t require Aussie expertise

Split roles: high-value work stays local, repeatable/admin gets systemised/offshored

Base + variable pay models can reduce risk and align performance.

Pick one of these and decide it using the numbers (not vibes):

Set your owner salary (fair market wage)

Separate owner pay vs profit

Decide a dividend rule (how profit gets extracted)

Create a hiring rule (based on ratios, not emotions)

Create a spending rule (business case + cash impact)

Redesign your workforce mix (what must be local vs can be offshored)

Make one decision. Put it in writing. Put it in the calendar.