Why don't you should ask to work at the front desk answering phones then?
If you're disgruntled with your job, that's a personal issue I can't help you much with.
I was only speaking to the idea that compensation directly determines retention. It doesn't. It's a big piece of the puzzle, but it's not the only piece. If it were the only piece, everybody would jump ship at the first opportunity that paid more. In the real world, that doesn't happen. People value elements of their work beyond the paycheck.
I'll use myself as an example. I make about $30k/year, give or take a little. I have no doubt I could get a job somewhere else making $40k/year. But I like where I live, I like my schedule, I like the people I work with, and frankly, I'm quite comfortable with my life at the moment. Therefore, I'm not interested in shuffling it all around for the sake of an extra $10k/year.
Clearly, compensation does not *directly* correlate to retention. It only influences it. See what I mean?
Our instructors start at $18/hour and can move up several dollars/hour over time as long as they perform well. I don't know if you consider that to be "fair" or not, but it is what it is. The longer I work is this industry, the more I consider it to be a reasonable starting wage.
That's fine. As I said in my first post, I wouldn't hold it against an instructor personally for wanting to move on to a different job. But you need to see it from management's perspective as well. If an employee is quick to jump ship, I'd prefer not to have them to start with. What's wrong with that?