Franchisors must always be looking for a consistent pipeline of new owners in their system. While it’s obvious that tried and true recruitment methods make up the majority of new business leads, this edition of Proven Match’s blog will cover an aspect possibly flying under your radar. Have you considered the employee-to-franchisee pipeline?
Employees are the backbone of any well-oiled franchise operation. With the right amount of training and proper quality control measures, they contribute the overall success of the brand. But what you may not readily consider is that a few of these motivated employees have the capability of one day owning another of your franchise locations. Let’s explore a few reasons of the how and why:
Employees who work within a franchise business model will be baptized into strict guidelines for achieving their success on the job. Training and following proper procedures ensure that franchise guidelines are met, a hallmark of any successful brand. But it also breeds familiarity and even confidence in the brand. In any good system, an employee with ownership potential will eventually be recognized for their elevated abilities. And because they already know the system inside-out, they can become a valuable source for recruiting purposes down the road.
As a franchise owner, your job is to share your vision of success under the organization’s guiding principles. If done correctly this, in turn, causes buy-in at the employee level. With proper guidance and growth, certain employees who develop leadership skills can be singled out for promotion and consideration down the road. But they have to be able to see it for themselves. Employees are keen to notice how their contributions lead to the success of the business. And these same gifted employees may one day harbor a desire to see this level of success through under their own watch.
How to Groom a Candidate
If you, as a newly-minted franchise owner, can remember the days in Corporate America when you were groomed for leadership, you no doubt remember the details and chronology of your own experience. Just the same, as a franchise owner, you should be trained to spot potential leadership and groom these individuals for advancement. This beginning stage of the pipeline is an important one. Over-achievers will always rise to the top, as you once did. Be on the lookout and encourage this process and trust in a positive outcome.
Once you have gone through the evaluation process and selected a candidate to groom, how much further can you take this individual in the process? Franchise owners should consider introducing qualified candidates to the executive leadership team of the brand. Representation at franchise brand growth meetings, conference calls, expos, seminars, and webinars can all serve as avenues for this enhanced career arc. Keep in mind that recognition of this nature builds further employee loyalty to the brand.
Competition for qualified franchise candidates is always going to be a red-hot arena. When you think about it, it’s really no different than the NFL Draft, when team owners gather once a year each April to drool over the latest blue-chip recruits. The concept is the same. Athletes, who already know the value of performance and success, recruited to the next level to contribute their own talents to keeping a brand (read: team) healthy and prosperous. It should work the same for franchisors.
As a franchise owner, how will you spot blue-chip talent ready for a shot at the next level? Will you have a development plan or a program which encourages participation in the employee-to-franchisee pipeline? If not, it’s likely time you did.
As a franchisor, you’ll want to know which existing and potential franchisees best fit your business concept. Proven Match is the proven solution in determining those factors. Through our proven behavioral assessment techniques, predictive analysis becomes a predictive success for your franchise concept. If you’re ready to show your leadership by getting started, give us a call and we’ll put you on the path to a more productive year in 2017.