Here's how you can effectively manage and motivate your franchise team using assertiveness.

There’s a new class moving in - Gen Zs. They are interested in delivering value as interpreted by the customer and that includes the franchisee. Of a couple dozen graduates who have become franchisees or accepted positions with franchisors - including one earning more than 200k within just a few years — several quit the jobs or sold their franchises. Why? Dishonest intentions and actions by the franchisor. Great talent is available but this younger generation won’t keep a job or a business without actual trust, honesty and value.

Empowerment through Responsibility: Empower your team by delegating responsibilities. This shows trust in their capabilities.

Na minha experiencia percebi claramente que para ser assertivo na comunica??o com as equipes e conseguir motiva-los e por consequência atingir metas dos indicadores, se faz necessário antes de tudo, alinhar o modelo de comunica??o, as palavras usadas, os exemplos utilizados, empatia , ter muita paciência, insistência, usar de técnicas lúdicas em treinamentos, criatividade e muita aten??o aos detalhes, pois varejo é feito por detalhes até mesmo na comunica??o entre pessoas.

Establish a foundation of trust by being transparent and consistent in your actions and communications. When team members trust you, they are more likely to respond positively to your assertiveness. Example: During team meetings, openly share company updates and challenges. Encourage open dialogue where team members feel comfortable expressing their opinions and concerns.

Vis?o precisa ser global para a franquia e segmentada para cada indivíduo, considerando um crescimento acima do previsto para o mercado nos indicadores chave da organiza??o. Assim, cada profissional reconhece o que é necessário cumprir, para que a Companhia chegue ao seu objetivo. Cada profissional precisa ter indicadores próprios e, idealmente, uma remunera??o ou recompensas atreladas em forma de Participa??o nos Lucros e Resultados, para que a equipe se mantenha motivada ao longo do tempo.

Clearly define and communicate achievable goals that align with both individual roles and overall business objectives. Assertiveness in goal-setting helps clarify expectations and motivates the team to strive for success.Example: Outline quarterly sales targets and customer service benchmarks. Discuss these goals individually with team members, highlighting their specific contributions to achieving them.

Regular and open communication is key. Hold frequent meetings to update your team on progress, address concerns, and celebrate successes. This consistency in communication reinforces transparency and shows that you value their input.

To communicate clearly, you must organize your thoughts into a logical order. Don't speak over your audience's heads. Simple words work best. Be concise but not short. Be aware of your tone. Listen to words and body language so you can atcively hear their concerns. Ask for feedback and truly listen. Don't forget to provide the 'Whys" behind your message.

Assertiveness in communication involves being direct yet respectful. Clearly convey expectations, provide constructive feedback, and ensure everyone understands their responsibilities. Example: When introducing a new marketing campaign, explain the strategy, desired outcomes, and each team member's role in its execution. Encourage questions to ensure clarity.

Communication for me has always been from the heart. Passionate and caring direction, believing in what you are saying as well as allowing others to interact. I have been on too many meetings where it is either crickets when a question is asked to the team or only one or two that offer thoughts. That is not how communication works. Listening is almost more important than giving the direction. Find out what the person you are communicating with wants you to know. Take the time to hear and even repeat it so that the perception of the conversation is the same.

Communication is key. It's also important to make the distinction between communication and orders. People want to be valued and respected, which is why it is crucial to use clear and concise language to avoid any misunderstandings that could lead to unnecessary friction. It helps to set a clear objective for every individual where progress could be measured and areas of improvement could be easily identified.

Engagement is key. Encourage team members to take ownership of continuous improvement, especially young Millennials and Gen Z, who see their role as much more than ‘just a job’. They want to play their part in shaping the future of the business that employs them. They have a lot to give. Encourage knowledge sharing. Incentivise employees to suggest ways of improving current practices and share best practices adopted across the network. Reward them with a valuable gift voucher. At the annual Franchise Conference, further reward the team member who has had the best idea and the biggest impact on wastage, incident or accident reduction - or led to increased staff retention.

Em qualquer negócio, o jogo é vencido pelo time alinhado. Na minha experiência na Grand Cru (119 lojas), tive a sorte de encontrar um time de consultores altamente experiente e qualificado. Uma da primeiras medidas de gest?o que fiz foi dar autonomia para todos, combinada com uma reuni?o semanal de alinhamento, na qual todos contribuiam para definimos os melhores planos de a??o. Essas estratégias nos levaram a atingir resultados sem precedentes.

Orgulho de fazer parte desse time, foi espetacular ter trabalhado com você, espero ter outra oportunidade de trabalharmos juntos.

Delegate authority and empower team members to make informed decisions within their scope of work. Assertive leadership involves trusting your team's capabilities while providing support and guidance as needed. Example: Allow store managers to adjust staffing schedules based on customer traffic patterns. Provide guidelines and support, but trust them to make decisions that benefit both customer service and operational efficiency.

I believe this starts from the hiring piece. If you really take the time to hire the right people or they have proven themselves in a way that generates successful operations, then let them make decisions. I am a firm believer in building confidence in others so that they are determined to make good decisions. Build your people and they will help build your company.

Uma organiza??o sem conflitos pode apontar para falta de confian?a entre as equipes. Por isso quando um conflito surgir, n?o encare-o como um erro ou falha do sistema, e sim como uma oportunidade de evolu??o da equipe e, como consequência, da franquia que eles representam. Lidar com equipes diversas é a melhor forma de trabalhar as diferen?as no sentido de gerar conflitos evolutivos, que resultam em solu??es para toda a rede franqueada.

Address conflicts promptly and assertively to maintain a positive work environment. Encourage open communication and seek resolutions that are fair and beneficial to all parties involved. Example: If conflicts arise between team members regarding work assignments, listen to both sides impartially and facilitate a discussion to find a resolution. Clearly communicate expectations moving forward to prevent similar issues.

Ao combinar as competências de escuta ativa, proximidade e relacionamento na resolu??o de conflitos, você n?o só resolve problemas de maneira justa e eficiente, mas também fortalece a coes?o e a harmonia no ambiente de trabalho. Mostrar comprometimento com um local de trabalho harmonioso e solidário é essencial para criar uma cultura organizacional positiva e produtiva.

Em franquias, padroniza??o é um pré-requisito, inclusive para os programas de recompensa da equipe. Nesse sentido, o desafio é estabelecer recompensas de custo-benefício acessíveis à todos os modelos de franquias, de lojas Light à Mega. Dentro disso, algumas op?es possíveis s?o certificados de reconhecimento, programa de funcionário do mês, dias de folga em caso de atingimento de resultado, cursos e capacita??es e descontos na aquisi??o de produtos da marca franqueada.

Sempre é importante que a política de remunera??o varável esteja bem otimizada e sendo atingida. Na Grand Cru conseguimos bater mais de 80% das metas variáveis ao longo da trajetória toda. Existe no entanto outras formas muito potentes de personalidar recompensas. Para metas muito difícies atingidas, time todo foi para uma corrida de kart, experiência lúdica e altamente significativa. Metas do ano batidas, viagem de conven??o de vendas para 4 vinícolas em Mendoza, trazendo um significado memorável e refor?ando ainda mais o relacionamento entre a rede e o time.

Acknowledging your team's efforts not only boosts morale but also reinforces the importance of their contributions to the franchise's success. This recognition can be a powerful motivator, driving your team to maintain high standards and strive for excellence.

Invest in training and development opportunities for your team. By providing resources and support for their professional growth, you demonstrate a commitment to their success, which in turn builds loyalty and trust. Encourage a culture of feedback where team members feel comfortable sharing their ideas and concerns. This can lead to innovative solutions and continuous improvement within the franchise. Lead by example. Show integrity in your actions, and be accountable for your decisions. When your team sees that you are reliable and fair, they are more likely to trust and respect your leadership.