Regardless of the type of franchise you own, developing your employees is going to be one of your most important functions as a leader.
How do I know this?
I start with my own personal experience. I started off as a frontline sales representative and now I’m heading an organization with more than 230 people. I was able to get here because the organization I work for believes in giving employees the tools they need to get where they want to go – if training in a certain area can help you advance, they want you to take it. As a franchise owner, whether you’re managing high level professionals or people just starting out in their careers – maybe even in their first jobs – your willingness to develop their skill sets and help them move up will be good not only for their futures, but for your business.
In a recent survey from CareerBuilder, one in five workers said they plan to change jobs in 2014, and 45 percent said it was because they are dissatisfied with advancement opportunities at their current company. Of those people happy with their jobs, one in three said it’s because they have a “boss who watches out” for them.
What it really means to Develop Someone
Career advancement doesn’t always come in the way of a big promotion. Sometimes it comes in the addition of a new skill or a whole new area of responsibility that makes them ore valuable to your
company, and gives them an opportunity to move forward in their careers. Does this make them more likely to leave your company? Maybe eventually, but think of it this way: if they’re not learning in the first place, they’re likely going to look for something else.
The other part of advancement is going from a frontline employee – someone who simply executes someone else’s direction – to having some management and strategic responsibilities. It’s great to have well-trained employees who can execute your franchise’s business plan. However, as the franchise grows you’re going to want to give some the ability to do more than that. Maybe they’re managing one employee or one small part
of your business, but it’s something for them to build upon, as well as relief for you.
One on one conversations
To get the most out of your employees and give them the most value for working under you, you have to have real conversations with them. Find out not just what they’re capable of, but what they “of those people happy with their jobs, one in three said it’s because they have a “boss who want to do. How else can they help you besides just what you hired them for?
Having frank conversations with the people who work for you will also tell you the most about your business. What’s making customers unhappy? Where are the biggest inefficiencies? How is morale? Building that personal rapport with your staff will give them the freedom to come to you as well. Sometimes the best opportunities for employees are the ones they create themselves, coming to you as the leader and letting you know where they can and want to improve.
The value of Learning
Yes, a paycheck is important, but it’s far from the only way to maximize employee engagement. I believe what really drives employees is the ability to learn, grow and change. As a franchisee, you know that having ownership in a business is a special thing. Your workers want to feel that ownership too.
The more you can build them up, the greater the chances they’ll work hard and be engaged. And when it’s time to hire new employees, you’ll have begun building the reputation as a great place to work, because of the interest you take in the watches out” for them.” people working for you.
Andy Roe is the General Manager of SurePayroll, Inc., a Paychex Company. SurePayroll is the trusted provider of easy online payroll services to small businesses nationwide. SurePayroll compiles data from small businesses nationwide through its Small Business Scorecard optimism survey, and exclusively reflects the trends affecting the nation’s “micro businesses” — those with 1-10 employees.
You can follow Andy on Twitter @AndrewSRoe.
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