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The first day at a new job is always weird. You have no idea what you're supposed to be doing, who to talk to, or how to even really be. The theory is that over time you get the hang of it — but lots of workers make it months into their jobs and feel like they're still kind of winging it. It's not that they don't want to learn; it's that nobody's teaching them. In many pockets of corporate America, on-the-job training mostly amounts to "figure it out." Workers are struggling to get a handle on their jobs, and this failure falls on everyone — companies, managers, human-resources departments, and, in some cases, the workers themselves.You don't need to look far to find evidence that people don't feel ready when it comes to work. Some <a target="_blank" href="https://www.businessinsider.com/gen-z-workers-are-lazy-lack-soft-skills-managers-say-2023-8">bosses complain</a> that Gen Z workers don't know what they're doing and are lazy. <a target="_blank" href="https://www.businessinsider.com/gen-z-lazy-hiring-jobs-careers-hr-training-pandemic-2024-8">HR professionals and Gen Z workers</a> argue that young people want to be successful in the workforce, but they simply aren't given the tools to do it. In a survey from the <a target="_blank" href="https://blog.adobe.com/en/publish/2023/09/27/adobe-future-workforce-study-what-us-employers-need-know-about-gen-z-workplace#:~:text=Gen%20Z%20is%20hungry%20for%20mentorship%20and%20development&amp;text=Gen%20Z%20is%20eager%20for,percent)%20reported%20having%20a%20mentor.">software company Adobe</a>, 83% of Gen Z respondents said having a mentor at work was crucial to their career, but only half said they had a mentor. It's not just young workers who are facing a training problem; it's everybody. For <a target="_blank" href="https://www.gallup.com/394373/indicator-employee-engagement.aspx">Gallup's employee-engagement indicator</a>, which analyzes employee perspectives using random samples of working adults, less than half of US employees said they knew what's expected of them at work. This is a costly problem, too: <a target="_blank" href="https://www.gallup.com/workplace/393497/world-trillion-workplace-problem.aspx">Gallup</a> found employees who weren't engaged cost $8.8 trillion in lost productivity worldwide.Just figuring out the day-to-day basics of the job is a challenge. The pandemic-driven upheaval of the past several years led to <a target="_blank" href="https://www.businessinsider.com/great-resignation-still-going-layoffs-low-job-openings-quits-high-2022-11">high amounts of</a> job-hopping, organizational brain drain, and a <a target="_blank" href="https://www.businessinsider.com/loyalty-employee-employer-job-security-broken-work-companies-bosses-2024-1">decline in loyalty</a> among employers and employees. The chaos has left employers, managers, and employees wondering just how much time and money it's worth investing in training in the first place. The rise of remote and hybrid work has complicated the situation even more. It's tough to learn by osmosis over Slack, and <a target="_blank" href="https://www.businessinsider.com/hr-software-tech-companies-employees-productivity-workday-oracle-adp-2024-8">the deluge of HR apps and training modules</a> isn't filling in the gaps."Most companies want employees to 'hit the ground running' and use apps, AI, and training videos to avoid disrupting another employee's flow or for the lack of staff to train someone new or help someone learn a new skill," Ana Goehner, a career strategist and HR professional, said.That may work in some instances, but in others, instead of hitting the ground running, workers find themselves perpetually zig-zagging, unable to break into a full sprint.That people feel like they're not equipped to do their jobs isn't a new phenomenon. There's been a long-standing decay of investment in learning and training by employers as part of an effort to create leaner organizations, said Kenneth Matos, the director of market insights at HiBob, an HR-tech company. If you're cutting costs, training is an easy place to do it. That's especially true when many employers use the internet to access a wider talent pool than in the past, which means they can just look for a candidate who already knows everything instead of having to teach someone. And, of course, plenty of companies have been axing middle managers, the people who would have previously been in charge of training up younger or newer employees."You cut away the people who are the link between big strategic ideas and day-to-day tactical activities," Matos said. "And so you end up with a scenario of a big strategic speaker talking to a much more junior doer, and they're like, 'I don't know how this translates into my job.'" Making matters worse, in many workplaces, training and mentoring are treated as an extra, rather than an integral part of the job, if they're noticed at all. In your performance review, "I spent 10 minutes explaining something to the new guy he was too afraid to ask his boss about" doesn't rate very highly. As workers and managers are increasingly overextended, these types of unmeasured, softer activities can fall by the wayside. This creates a conflicting web of incentives. It may be better, organizationally, for a manager or experienced employee to spend time teaching everyone on their team to complete a complex task so that a team's performance is better overall, but if they have an individual quota to meet, they may opt to focus on doing the task themselves, even though it's not what's best for the business."You end up with this really weird tension around organizational citizenship behaviors like mentoring and developing employees," Matos said. "Do you give a manager a lower quota because they are also magnifying everybody else's, or are you assuming they're going to do more than everybody else, are more talented, and also do the mentoring?"The people in the middle — who find themselves in between the big bosses and the little guys — are going to focus more on managing up than managing down. It's hard to tell the CEO that you can't come to that third unnecessary meeting of the day because your time would be better spent training that new hire on logging sales calls."Managers feel so caught up, and oftentimes they feel pressure of, 'OK, well if I'm going to disappoint someone, then it's going to be someone junior to me and not someone senior to me,'" said Ashley Herd, the founder of Manager Method, a training platform for managers.Many managers really are over it. <a target="_blank" href="https://www.gallup.com/workplace/510326/manager-squeeze-new-workplace-testing-team-leaders.aspx">Gallup found</a> that in 2023, managers were likelier than nonmanagers to say they're disengaged at work, burned out, and on the lookout for a new job. Their workers have been given more responsibilities, their teams have been restructured, and they're expected to accomplish everything with fewer resources, as in, money. And less than half of managers said they're sure they already had the skills needed to be great at their jobs, meaning managers weren't getting taught to be managers.At the r/managers forum on Reddit, the what-am-I-doing sentiment is evident. "Is it normal to get zero training as a new manager?" one Redditor <a target="_blank" href="https://www.reddit.com/r/managers/comments/1d6soeu/no_training_in_a_figure_it_out_situation/">asked</a>. "I have reviewed the team's work over the past couple of years, asked them questions to clarify a few things, and asked my boss questions to clarify a few things and have basically picked up most of it. Thought it was kind weird I got zero training, though."Technology is supposed to make training better, in theory. Why have an HR person go over the same PowerPoint on vacation policy for every new hire when a quick video or document stored away somewhere can do it just fine? That may work for simple processes like requesting time off or finding subscription logins, but it can become a problem when companies try to throw technology at their more-in-depth training problems. Nobody knows what they're doing here? Why not get an app to fix that? One of the biggest issues with using tech to solve what's ultimately a human problem is that it's hard to know if anyone is even going to use it. Take mentorship: Having one-on-one coaching from someone with more experience can help workers gain skills and knowledge that can't be found in a training video. It can also make workers likelier to stick around longer, help them feel more connected, and boost the sharing of institutional knowledge. Fostering these kinds of relationships is important, hence why the <a target="_blank" href="https://www.mentorcliq.com/blog/mentoring-impact-report">vast majority of Fortune 500 companies say</a> they have mentoring programs, many of which are facilitated by apps and software. How many people are actually using those programs, however, is unclear. Christy Pettit, the CEO of Pollinate Networks, which creates mentoring software, told me she recently spoke with a large multinational that told her despite having 2,000 licenses for the mentoring program, which was mainly an app, fewer than 200 people were using it and participation was declining every quarter."Most companies say they have a mentoring program, but few have one that works," she said. "It feels a little bit like when you buy a gym membership, and it makes you feel like you're doing something, but you may or may not be going to the gym."In some cases, tech-based training materials are disconnected from the realities of the work. All the training videos are done in an "official" corporate speak it turns out nobody actually uses, Matos, from HiBob, said. Or managers aren't well versed in what their charges are being taught and end up wanting the task done differently.Even when companies invest in training, it can often be directed toward the wrong people. Herd said that businesses often make the mistake of spending a ton of money on fancy retreats and training courses for their most senior leaders without making much, if any, investment in the bottom rungs."You could spend a fraction of that and give good training to all of your employees, and you're probably going to get more ROI if that's what you're focused on," she said.Stephanie Wolf, a vice president at RebuttalPR, a legal-communications firm, said the company learned the hard way about the costs of not investing enough time and energy in training people. As the firm grew, managers wouldn't realize people didn't know how to do timely tasks until they became urgent, or they'd discover employees were doing things in a way that wasn't consistent with the documentation and processes in place. That meant they had to rely more on senior staff to do the work and that projects took longer because training was happening alongside execution. "We've seen how our whole team can suffer when we don't train folks thoroughly enough," she said. To ensure accountability, she's now the point person on training, because the company found that when training was everyone's job, it was no one's. The firm has taken steps to get all the necessary information in one place and to slow the onboarding process down — instead of expecting people to take a week to get up to speed, it now gives them about a month.Wolf acknowledged it's "super easy for training to fall by the wayside when your client work gets busy," which means not allowing that to happen is a conscious effort. "Investing time now is going to save us all time in the long run," she said.It's easy to blame hybrid and remote work for some of these issues, to argue that if people were just gathered in an office together, that would fix things. But many HR professionals and career coaches say that's not necessarily the case. Yes, human interaction is helpful, but it doesn't solve problems like misaligned incentives, increasingly stretched managers, and a lack of a real, holistic plan for getting people up to speed. A remote-work training plan probably has to look different from an in-person one, but it's not impossible to craft. "In a remote environment, you, as the leader, need to model and also hold the individual accountable for taking initiative, saying, 'Hey, if you need something, I need you to tell me because I can't see you,'" Phoebe Gavin, a career and leadership coach, said.Gavin emphasized that it's not just on companies and managers to make sure employees are learning and getting onboarded but also on individual workers. Essentially, if you see something — or don't know something — say something. Ask questions, or take the initiative to figure things out on your own. I told her about an experience I'd had at a job where on my first day, one of four "important" passwords I'd received was for software the company didn't use anymore. I expressed disappointment that the HR department hadn't caught the error, which it took me a long time to figure out even was an error. She pointed out that I should have then gone to HR to alert them to the error so the next new person didn't have the same experience. I did not."That's a tiny place where you could have a positive impact," Gavin said. It wasn't necessarily my fault, she said: "Just that was an opportunity that you didn't take, and those sorts of things happen all the time."But not everyone gets the chance to sound the alarm on their employer's faulty training system before it's too late. That's what happened to Michelle, which is a pseudonym I'm using to protect her privacy. Before starting a job at a science-focused communications firm earlier this year, she was assured that she would get all the training she needed to overcome the fact that she didn't come from a scientific background. When she started, she was surprised by the deluge of training modules and videos that were added to her plate on top of the tasks of the job itself. There were supposed to be meetings with other, more seasoned coworkers after those video training sessions, but eventually, almost everyone stopped showing up. She was fired in a matter of weeks after being told she wasn't picking things up fast enough. She said she received little feedback and hadn't been given warning that things were going wrong."I felt blindsided by the termination just because I didn't think I was given enough time to do all of this," she said. "I was led to believe they would kind of hold my hand a little bit at the beginning, and a month in, to me, is very much still the beginning."You know how there are certain tasks in life that feel designed to be so complex that you'll give up? Like filing an insurance claim or <a target="_blank" href="https://www.businessinsider.com/cancel-subscriptions-congress-ftc-dark-practices-autorenewal-2023-2">quitting the gym</a>. Work should not be like that, but for many people, it is.Employees have complained about just being thrown into the fire forever. Many employers subscribe to the idea that you just toss people into the water and see who can swim. Trial by error is part of learning at work — one of the best ways to learn how to do something is to just try doing it. But it shouldn't be the entire approach. You know how you learn at school? The teacher explains something, you do your homework, it gets graded, you take a test, and you move on once you more or less figure it out. Imagine if teachers just piled 15 algebra tests on high-school students and everyone hoped for the best.There are aspects of the current workplace environment that make training more complicated to tackle. Remote work is different — you can't just lean over and ask the person next to you how this one software works again when you're typing on your laptop alone from your couch. Workers and employers don't feel as tied to one another, so there may be a decline in investment from both sides in the idea of getting supergood at the task at hand. The <a target="_blank" href="https://www.businessinsider.com/remote-workers-middle-managers-most-affected-by-layoffs-experts-2024-2">middle-management class</a> is increasingly stretched thin and hollowed out.Above all, it's really easy to load up on a bunch of tech-based solutions without identifying whether they actually solve anything. Relying on tech is appealing financially because buying a software license is a heck of a lot cheaper than paying a real live person. Many of the HR experts I talked to for this story suggested the training gap was a problem artificial intelligence might fix, a <a target="_blank" href="https://www.businessinsider.com/generative-ai-exaggeration-openai-nvidia-microsoft-chatgpt-jobs-investors-markets-2024-3">common refrain for intractable problems</a>, no matter the industry. Maybe that's true — if your manager won't have a one-on-one with you, having a chatbot to ask questions to isn't the worst thing in the world (assuming said chatbot knows stuff and doesn't make things up). But AI isn't going to be a panacea here. When you need to speak to a real person, no Coursera video or HR app or robot can do the trick. People make human mistakes, and sometimes humans need to address them.Wolf's firm is fully remote, but managers have noticed that Gen Z hires, in particular, tend to inquire about an in-person component for training. So they've adjusted. For a couple of incoming hires, they've rented a coworking space and enlisted some other employees to work alongside them for a couple of days to help them learn the ropes.<a target="_blank" href="https://www.businessinsider.com/author/emily-stewart">Emily Stewart</a> is a senior correspondent at Business Insider, writing about business and the economy.

On-the-job training is broken. Companies are paying a steep price.

Venture into any commercial gym during peak hours, and you'll likely see the same thing.Row after row of empty treadmills, stair climbers, and elliptical trainers. Meanwhile, crowds of people are swamped around the squat racks, benches, and free weights, waiting to pounce on the first free piece of equipment.Long cardio sessions are a thing of the past. Now, everyone and their mother (<a target="_blank" href="https://www.businessinsider.com/professor-exercise-aging-workout-food-longevity-karyn-esser-2024-5">literally</a>) is into squats. And deadlifts. And hip thrusts. And a multitude of other strength-building moves, especially ones that help sculpt a powerful lower body.Data from the Sports and Fitness Industry Association, the major trade association for sports equipment manufacturers and fitness brands, illuminates this trend. Since 2019, gym-goers have been ditching the ellipticals and stair climbers, reaching instead for kettlebells and free weights.There's just one problem: most commercial gyms are not equipped for this shift in consumer preferences. They're becoming a graveyard for bulky, old cardio machines with dated plugs and grainy televisions.Gym owners are aware. "Trust me, our members will come up to us and tell us exactly how they feel," Mauro Maietta, district fitness manager at Crunch Fitness in Manhattan, told Business Insider. "We have some locations where they're like, okay, what's with the 40 treadmills? We need more benches."But, it turns out, remodeling a gym is not simple. The process is slow, expensive, and complicated. It's often easier to swap out an old elliptical for some new cardio machine, even if that's not what people want.<h2>Cardio created the gym industry</h2>Prior to the 1960s, fitness trends didn't really exist. Gyms were for children. Kids played sports, ran track and field, and did Presidential Fitness Tests at school, but adults didn't have time for such childish games. That all changed when <a target="_blank" href="https://health.usnews.com/health-news/blogs/eat-run/articles/the-evolution-of-fitness-trends">Kenneth Cooper coined the term "aerobics"</a> — a type of high-energy exercise that he said would reduce your risk of cardiovascular disease. Or, for short: cardio.Suddenly, exercise wasn't just a fun activity. A new idea was taking hold, that jumping, running, jazzercizing, and other forms of bouncing around are important for your heart and your waistline. This cultural shift created a demand for places to work out. It created the gym industry, and cardio was the driving force. Sure, there was muscle beach in L.A., which had been around since the 1930s, but that turf was largely reserved for the ultra-shredded Arnold Schwarzeneggers of the world who wanted to look a certain way.The problem with the cardio-centric gym was that it stemmed from a half-baked understanding of fitness. Cardio certainly plays a role in heart health and longevity, but it's not the whole story.<div type="image" title="Richard Simmons working out with people behind him" height="1515" width="2300" msid="113347793" hostid="261" sizebytes="262642"></div>The past couple of decades have seen a boom in science showing that resistance training has a wealth of benefits, beyond looking big and strong. Lifting weights can <a target="_blank" href="https://www.businessinsider.com/improve-mobility-build-muscle-longevity-exercise-personal-trainer-2023-11">help you feel younger</a> for longer, delay chronic illness, boost bone health, and reduce pain. It may even improve your self-image. Weight-lifting isn't even necessarily about <a target="_blank" href="https://www.businessinsider.com/guides/health/fitness/weight-lifting-myths-for-women">getting big</a> – it can actually help you stay lean and toned. In fact, studies show <a target="_blank" href="https://www.businessinsider.com/strength-training-better-cardio-burning-fat-2023-10">strength training beats cardio, when it comes to fat burning</a>."What the evidence is showing is that building muscle through strength training, as opposed to using cardio to manage weight, has a much greater effect on promoting longevity," the "Smarter Workouts" author and fitness industry consultant Pete McCall told Business Insider.But, while scientists and trainers have known this for a long time, it has taken a while to catch on more broadly. Before the pandemic, studio classes, like spin, were booming. From 2018 to 2019, gym-goers were hungry for cycling, stair climbing, and rowing, according to data from the Health &amp; Fitness Association, the trade group representing gyms, studios, and the fitness industry at large in the US.COVID triggered a sharp pivot.<h2>The boom of strength training in 2020</h2><div type="image" title="Kayla Itsines Profile Rooftop copy" height="2599" width="3997" msid="113347789" hostid="261" sizebytes="131914"></div>In the early months of 2020, people working out at home turned to social media influencers and personal trainers, many of whom extolled the benefits of resistance training. By June, <a target="_blank" href="https://www.businessinsider.com/weights-dumbbells-not-in-stock-online-many-retailers-gyms-closed-2020-6">Amazon had run out of barbells</a> and dumbbells.Fitness influencers had been driving an interest in strength training since the dawn of Instagram in the mid-2010s, but it was a niche trend.In 2020, suddenly, influencers like Kayla Itsines, Kira Stokes, and Kaisa Keranen were <a target="_blank" href="https://www.businessinsider.com/fitness-influencer-industry-pandemic-quarantine-boom-2020-5">amassing millions more followers around the world</a>. Fans, pent up in their living rooms, navigating the unclear perils of a new pandemic, wanted to feel strong and look good."Women used to have this misconception that if they did strength training, they'd become too muscular," Pamela Kufahl, senior director of communications at Health &amp; Fitness, told Business Insider. But consumers are getting savvier. Kufahl says from Gen Z to elders, there's been a real and growing recognition of the importance of strength training for longevity and even mental health.Since gyms reopened, members are spending more time muscle-building and less time on cardio machines, the Health &amp; Fitness data shows. People — in particular, women — are investing more of their gym dollars into personal training sessions.Demand for unique, personalized fitness has upended the point of the gym.These days, people aren't going to the gym for solo elliptical sessions, they're joining <a target="_blank" href="https://www.businessinsider.com/run-club-making-friends-dating-app-alternatives-2024-7">run clubs</a> to work up a sweat (and maybe even find love). <a target="_blank" href="https://athletechnews.com/boutique-fitness-personal-training-gen-z-millennials-report/">Boutique group fitness classes</a>, like Pure Barre and Orange Theory, are proliferating, and membership is growing at boot camps like CrossFit. Pilates — low-impact resistance training that touts strength and longevity — is soaring in popularity, per <a target="_blank" href="https://insider.fitt.co/issue-no-300-powerhouse/">Fitt Insider analysis</a>.If you've been in any large gym, you don't need to pore over industry reports or financial filings to tell you all this is true. These days, cardio is just one part of fitness. Treadmills, while still the most popular, least intimidating piece of equipment in the gym overall, might be used for a warmup or cooldown, not the entire workout.<div type="image" title="soccer players training at gym" height="683" width="1024" msid="113347778" hostid="261" sizebytes="55850"></div>McCall, who is a consultant for the cardio icon StairMaster, says this trend is only just getting started. "You're going to see a lot more interest in the next few years in strength training from all age groups," McCall told BI. "The 20-somethings, the 40-somethings, the 60-somethings will all be gravitating towards strength training, just because of the benefits it provides."<h2>A conundrum for gyms</h2>This sharp shift requires some adjustment for gym owners. In most gyms, the weight section is one small corner of their floor plan, and it is becoming increasingly crowded."Suddenly, now they need more plate-loaded equipment, they need to find space for that," Kufahl said. "Strength equipment takes up a lot of space, they need to be bolted in. To move strength equipment around is a big task for a lot of gym operators and it requires some planning, it requires determining what to do with the flooring."<div type="image" title="Olympic-level runner Eilish McColgan training on squat rack at home" height="737" width="1024" msid="113347801" hostid="261" sizebytes="49102"></div>To fully outfit a 1,300-2,800-square-foot gym for strength-training, you need dumbbells, kettlebells, barbells, medicine balls, three to four racks, and flooring that can withstand heavy weights. That takes around $60-75,000, Chris Travis, owner and coach at Seattle Strength and Performance, said.Often, it's a higher initial cost for gyms to buy that strength equipment, because it's designed to last a lot longer than treadmills, ellipticals, or stair climbers, which might be on a multi-year lease, and have lots of electronics on board.Businesses can't bend to every new trend, but consultants say it's time to do this remodeling job.Since COVID, gyms have struggled to keep their members. Last month, <a target="_blank" href="https://www.press.blinkfitness.com/blink-fitness-takes-action-to-position-business-for-future">Blink Fitness</a>, one of the cheaper, most basically-equipped gyms in the New York City area filed for bankruptcy, signaling a realization that many before- and after-work gym crowds just aren't coming back. But Blink's parent company Equinox, a luxury brand with plenty of space for personal trainers and kettlebell racks, plus one elite <a target="_blank" href="https://www.businessinsider.com/equinox-40000-membership-optimize-longevity-health-years-2024-5">$40,000 membership tier</a> for longevity-seekers, is still in <a target="_blank" href="https://insider.fitt.co/equinox-lands-1-8b-plots-expansion/#:~:text=By%202022%2C%20CEO%20Harvey%20Spevak,domestic%20and%20international%20growth%20opportunities.">expansion mode</a>.<div type="image" title="empty ellipticals" height="683" width="1024" msid="113347806" hostid="261" sizebytes="82978"></div>Crunch gyms have spent the last few years investing in more lifting platforms and clearing space for strength training, Maietta, the Crunch district manager, said. Recent renovations around the country have included more than $200,000 worth of new equipment, which buys new dumbbell racks, plate-loaded strength equipment, and Olympic lifting platforms, according to <a target="_blank" href="https://www.prweb.com/releases/crunch-johns-creek-unveils-grand-reopening-after-500-000-renovation-302046030.html">press releases</a>. Other priorities include more open-plan turf areas for functional strength training with weights like kettlebells, Crunch CEO Jim Rowley told <a target="_blank" href="https://athletechnews.com/crunch-fitness-new-era-of-fitness/">Athletech News</a> in January.It doesn't have to be a shot in the dark, either. Gyms have access to all of the data stored on their treadmills showing exactly how often people are using them."I can go and use a code on an elliptical or I can use a code on a stair climber and get an idea of how many hours it's been used over the last month, three months, six months, whatever it is," McCall said. Gym managers can use that data to determine how they might want to remodel their space — and some do. "Some health clubs are building new locations without cycling studios, I mean, that's how much that group fitness is being affected," McCall said.<h2>A new demand for specialized muscle gyms</h2><div type="image" title="man with barbell" height="1414" width="2121" msid="113347796" hostid="261" sizebytes="127058"></div>Gym-goers are increasingly seeking out more specialized spaces, and not just for spin class.When JDI Barbell, a strength-focused gym in Manhattan, opened in 2016, it was a small operation, popular with seasoned gym-goers looking to step up their game. It started out as one of a few exercise spaces dedicated to powerlifting, strongman exercises, and Olympic-style weightlifting.Lately, business is booming even more."It's one of the biggest reasons we get people coming in: 50% or more of members come to us after leaving a commercial gym because they're looking for something more," Priscilla Del Moral, JDI's co-owner and manager, told Business Insider.Miriam Fried, a New York City-based personal trainer and founder of MF Strong, said she's seen the same trend at her gym: clients wanting more strength-focused workouts after tiring of the cardio-heavy fitness classes at bigger gyms.The issue has helped fuel a resurgence of small gyms, which can focus on catering to a more individualized experience than their big-box counterparts."You can have a million different types of machines, but if you're missing the 'it' factor that makes people feel welcome and supported, they may not want to keep coming," Del Moral, who founded a nonprofit called <a target="_blank" href="https://www.strongurlsclub.org/">The Strong Gurls Club</a>, told BI<h2>Is this the death of the elliptical?</h2>This doesn't mean cardio is out. But it's being forced into a bit of a makeover."We now know that strength training is really good for you and that's here to stay, but we know you still need to go for walks and get your heart rate up," Natalia Mehlman Petrzela, professor of history at the New School and author of "Fit Nation: The Gains and Pains of America's Exercise Obsession," told Business Insider. "The treadmill is not disappearing."Brands that manufacture cardio equipment are looking at tweaks they can make. StairMaster's parent company, Core Health &amp; Fitness, has been building out its fleet of machines, acquiring Jacob's Ladder, offering a new self-powered treadmill, and developing more assault-style bikes. They're branding themselves as more of a high-intensity training equipment provider than just a stair-climbing apparatus provider these days.<div type="image" title="assault bike" height="1414" width="2121" msid="113347786" hostid="261" sizebytes="183624"></div>Increasing enthusiasm for strength-training and longevity is also a boon for the fitness industry – potentially keeping people in the gym for way more years than they might have been capable of before. Strength training is ideal for extending your "play span," your ability to keep doing what you love as you age. Maietta, the Crunch manager in New York, said he (41) is still showing up athletes who are years younger than him. He credits that to his lifting."What strength training really affords people is to make age just feel like a number," he said.

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On-the-job training is broken. Companies are paying a steep price.

Emily Stewart

Gyms are scrambling to add squat racks for the strength-training renaissance

Gabby Landsverk,Hilary Brueck

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