Franchise Hiring: 4 Ways to Manage your Employees

By Natalie Pike,
May 28, 2015

The IFA predicts that franchise businesses will add 247,000 new direct jobs in the U.S. this year; up from the 235,000 franchise jobs added last year, according to Entrepreneur

247,000 new franchise jobs in a year is a lot. As a franchise owner, your greatest asset is your staff. They’re the people who will impact your dream of running a successful business the most. Your employees will determine whether or not your day-to-day operations run smoothly. 

When it comes to hiring and managing franchise employees, the first thought that may come to mind is how long, and sometimes frustrating, the process can be. That doesn’t need to be the case. Yes, it is an involved process that requires your full attention, but it doesn’t need to be complicated.

According to AllBusiness, there are four basic parts to managing and hiring employees for your franchise.

How to Hire and Manage your Employees

1. Interviewing

This is the first, mandatory part of hiring for your franchise. You can’t, or should never, hire an employee without interviewing them. Your objective should always be to hire the right person for the job. Simple as that. Here’s how:

  •  Create a job description for the open position that contains specific qualifications and requirements needed to succeed in the role.
  •  Be prepared with job-specific interview questions prior to the interview. Don’t wing it. Their answers will determine whether or not they are the right fit. 
  • Don’t be the only one interviewing the candidate. Here at Hireology, we have a 3-step process that typically involves more than one employee interviewing the applicant. 

2. Training

Once you’ve hired the employee, it’s essential to train that person. Perhaps he/she never worked in a franchise role or if they have, maybe the management style or role was completely different. It’s important to give him/her clear instructions on what to do to fulfill the needs of the business. Here are a few training ideas:

  • Offer references or reading materials that they can look over to familiarize themselves with the operations of the business.
  • Give examples of how you want things to run. Demonstrate a specific action and have them watch, and then repeat it to show they understand. 
  • Provide training courses well into the job – not just at the beginning. Things change and there is always room for improvement. 

3. Work Environment

A healthy work environment impacts both the employee’s physical and mental state. You should strive to manage an atmosphere that is comfortable for all staff. Here are some tips:

  • From a physical standpoint, keep a clean space with proper lighting, a comfortable temperature and full of equipment that works.
  • From a mental perspective, praise your employees when they do a good job.
  • Be open about the company’s success or struggles. Hireology is a very transparent company. We have monthly group meetings and weekly 1-on-1 meetings to catch up and discuss the positives and negatives going on with the company and our personal workloads.

4. Incentive Programs

This goes hand-in-hand with maintaining a healthy work environment for your staff. You’ll see a much better result and an eagerness to improve if your employees have something to work towards. Ideas for incentives include:

  • Group incentives tend to be a lot more fun rather than individual incentives. It’s a chance to bond with everyone outside of work. This way, everyone reaps the benefits and they will encourage each other to hit their goals.  
  • Make your business a place where people want to walk in and work every day. Reward employees with a proper compensation and flexibility when it comes to vacation time. 

The benefit of having employees who are well trained is clear. The more trained, the more engaged and the longer your employees will stay. Follow these four basic parts of hiring and managing franchise employees, and your dream of running a successful franchise will soon be a reality!

Need more tips on franchise hiring? Hireology CEO Adam Robinson met with Franchise Interviews to discuss data-driven HR techniques. Listen here!  

About the Author

Natalie is the Marketing Strategist, responsible for knowing the ins and outs of the SMB Industry, educating prospects on hiring best practices and positioning Hireology as a thought leader in the SMB space. She started at Hireology in 2014, writing blogs, planning events and managing the various social media platforms. Prior to working in the “real world,” she attended Purdue University (Boiler Up!) majoring in Broadcast Communications and competing on the Women’s Water Polo Team.

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