How can franchise systems use innovative training programs to improve employee retention?

Training is another word for communication! when you have an idea, and you plan to use franchising as the way you scale and grow the business, it is vital that you communicate your USP and your passion through accessible engaging and valuable training, I highlight the word valuable, its so important that your team understand the value of the training the why is really important here, also make your training benefit the individual help them grow in there own right and give them additional perceived value that they didn't have before

Effective training matters a great deal and franchisors and franchise owners must ensure the training their teams complete is used and reinforced daily to the brand's standards. You must have these elements - 1. A single, secure, unified platform for your entire franchise network on any device and on each of your franchisee and franchisor team members mobile phones. 2. Improved collaboration and real-time monitoring, enabling better accountability and coordination among staff members. 3. Role based permissions, access to the operations manual by role & tasks with checklists to ensure compliant execution. 4. Comprehensive reports created in real-time so corrective actions can be taken sooner rather later.

In the Indian franchising scenario, many franchisee employees feel disconnected with the brand because they are employees of the franchisee, who may or may not be a large company. Due to this retention is a challenge. The best way is not just train them on the brand's SOP's but to get them to imbibe the cultural ethos of the brand. This can be done by regular interactions with people from the franchisor brand and by encouraging the franchisee to create engagements similar if not identical to the franchisor brand. If this means that the franchisor needs to spend time and allocate a budget - that should be done in the long term interest of the franchisor and therefore the brand itself.

I’ve worked with hundreds of franchise brands and one of the major issues facing emerging (and dated) brands is a lack of centralised training beyond the operations manual and conferences. In today’s age, e learning should be standard, and by taking a “CPD” style approach, brands can bring their desired systems, processes and skills to life without a huge time commitment from franchisee. This should also extend to the employees of the franchisee, helping them become true ambassadors of the brand, rather than having diluted, second hand training.

?? STOP ?? TRAINING ?? TO ?? START START training for GROWTH! Most training programs only have employee proficiency in mind. If you train someone to just be good enough, that's all they'll ever be. Instead, franchises need to focus on training AFTER they start. Think what you look for in a good general manager: Finance skills, management skills, scheduling, working with other employees. Instead of focusing on how to make sure an employee can only run a machine properly, train them on how to manage their finances and business finances, how operations work, interpersonal skills. Train employees to become managers, to become stronger people, and they will repay you for all of the growth you've provided for them.

In my experience, if your employees come out of training and say ‘it was ok’, remember that they are being polite. A good training system should help the employees feel like they are ready to do their job. Of course, they know they may need future reminders and reinforcements, but they should feel confident when they step away from the training. Keep in mind that there are always variables. For example, what was good the last time, may not serve the purpose as well the next time, due to changes. And sometimes different people, based on their past experiences, may need more training than others. Good training sets the tone for your company. Keep a pulse on the training, it is a huge factor in your business.

In my experience, a training program is more than just a set of instructions; it's a tool for empowerment, engagement, and ensuring consistency across the franchise. Personalization is key. Everyone learns differently, and recognizing this by tailoring the training to fit different learning styles can make a world of difference in retention and application of knowledge. Interactivity keeps participants engaged. Instead of passive listening, active participation through discussions, role-playing, or hands-on activities can greatly enhance the learning experience.

A robust training program aligns with the franchise's core values and standards. Tailoring it to employees' roles, backgrounds, and learning styles is equally vital. Flexibility matters; it should allow self-paced, location-independent learning, boosting engagement. Measurability is key. Clear objectives and feedback loops ensure effectiveness. A stellar training program adapts and thrives, enhancing the franchise and nurturing its most precious asset: its people.

Training program/module/capsules are not only limited to one sided arrangements but also focus on resolving issues faced by individuals. There has to be a clear objective behind the training program and agenda should be well shared with the team before they come to attend the same, so that carry their issues and doubts to make it more successful

The basics of an Ideal training program are: ● Location, consumer demographics, and operational needs to be considered while tailoring the program. ● Establish precise and quantifiable training objectives unique to the franchise model of the company. ● Introduce recruits to the franchise's culture, principles, and SOPs through a complete onboarding process. ● Include videos, quizzes, simulations, and real-life situations in your training tools to make them more interesting and interactive. ● Integrate a diverse range of instructional approaches—including virtual learning (use digital platforms / mobile apps or online LMS), face-to-face instruction, practical training, and mentorship—to deliver a comprehensive experience.

Franchising is a science that needs a cookie cutter model in place in terms of systems processes and practices Also SOPs have to be simple and effective and the ability to drive uniformity in all the franchisees is the art one needs to understand Franchisees are partners in progress so we need to manage this relationship with utmost care to create a global reach through franchisees as our business partners

In my experience, leveraging technology in training has truly transformed how I impart knowledge and skills. For instance, I've integrated online platforms like Learning Management Systems (LMS) to customize courses specific to my team's needs. It's fantastic because my team can access the training anytime and anywhere, making learning seamless. What's even more exciting is the potential of Virtual Reality (VR) and Augmented Reality (AR). Imagine training new employees at my coffee shop franchise; instead of them just watching a video about making a cappuccino, they can don a VR headset and virtually craft one! It's a game-changer.

In my experience, franchise specific online training can certainly enhance your franchisee’s employees learning experience and provide consistency for communicating your franchise scripts, quoting techniques, expectations and value of the delivery of your services to your customers.

Embracing technology in training is pivotal, especially with the rise of mobile devices. Younger generations, accustomed to smartphone convenience, benefit greatly from mobile-compatible learning platforms. Incorporating mobile access ensures training is at their fingertips, aligning with their tech-savvy lifestyles. Franchises can't afford to overlook this mobile-friendly trend when crafting effective training strategies. Technology's evolution enhances training, creating a skilled and adaptable workforce.

● LMS [Online Learning Management System]- A robust LMS should centralize and manage all training content providing layered access anytime, anywhere. Progress monitoring, assessments, and analytics are common LMS features. ● E-Learning Modules - Create self-paced, interactive e-learning modules that may include movies, quizzes, simulations, and assessments. ● AR and VR technologies are extremely advantageous to develop immersive training environments for replicating practical situations. ● Mobile Learning Applications - Mobile learning apps are useful for employees who are always on the go, and they promote microlearning. ● Video Conferences & Webinars for live virtual training sessions on specialized topics or interactive conversations

My thoughts: Gamification infuses learning with game elements like points, badges, and leaderboards to boost motivation. This approach makes training engaging and rewarding, sparking both competition and collaboration among participants. By simulating real-world challenges, it enhances problem-solving skills. Additionally, gamification offers instant feedback, fostering learners' confidence and sense of accomplishment.

Gamification is a strong tool that can be used to retain employees in a franchise system by making the learning process more fun, interesting, and competitive while encouraging everyone to learn new things and get better at what they already do. Maintain employee engagement in gamified training by updating the program with new information, challenges, and prizes on a regular basis. Employees should be encouraged to provide ongoing feedback on the gamification features, allowing for continuous iteration of the program. Teams in different locations may need to interact with one another in real-time. it is especially important to make the gamification aspects available and user-friendly via online platforms or mobile apps.

● Create microlearning modules by breaking down the training into a short, more focused module that covers each concept or skill. ● To make the microlearning modules interesting, add videos, infographics, and hands-on exercises. ● Make microlearning content that suits each employee's requirements and level of skill. ● Make sure that microlearning modules can be accessed on the go, whether teams are at work or at home, through mobile apps or the internet. ● Use a technique called "spaced repetition," in which employees go over and practice important ideas more and more often. This helps keep what you know over time. Make sure that the microlearning lessons are designed to fit in with the franchise system's larger training program objectives

Our research shows that a competent and trusted field consultant can add significant value to a franchisee through mentoring and coaching. Getting franchisees together where they can share their goals and best practice tips, can also provide significant motivation and guidance for improvement.

Let's talk about a game-changing strategy to supercharge your franchise's success: mentorship and coaching. You know, we're part of a fantastic community, and there's a wealth of knowledge right at our fingertips. So, here's the scoop: Don't stress about reinventing the wheel. Seek out seasoned franchisees or industry pros who've been around the block. They've got gold-standard Standard Operating Procedures (SOPs) that have stood the test of time. Now, here's where your magic comes in – take their wisdom, sprinkle in your unique style, and watch your franchise soar. In the world of franchising, collaboration is the name of the game. Let's build on the lessons of those who've been there and done that. Success is just around the corner!

In my experience, using mentoring and coaching supports learning by providing tailored, continuous feedback, aiding employees in applying knowledge in practical scenarios. These methods foster both professional and personal growth, aligning with career goals. Led by seasoned individuals, like franchise managers or peers, they provide guidance and encouragement. This not only aids individual development but also promotes a culture of shared learning and collaboration within the franchise, strengthening inter-employee relationships.

Mentoring and coaching can make employees feel valued and connected, making them happier at work and eventually helping you keep them. Identify knowledgeable managers and senior staff who know the franchise system, culture, and processes well and set the coaching goals. Determine what skills or information you want employees to learn and how it applies to their franchise positions. Mentees should be matched with mentors or trainers who are a good fit for them based on their learning needs, goals, and personalities and who share their knowledge, experiences, and new ideas. Lastly, implement a feedback system that facilitates contributions from both mentees and mentors. Utilize this feedback to enhance the process continuously.

In my experience you can devise these training plans, methods, exercises but you must make sure that the trainer is fully qualified and believes in the franchise and they fully understand and are able to explain to the franchisee everything. Not just the good points but the bad points too.