Latest news with #franchisedevelopment
Forbes
01-08-2025
- Business
- Forbes
Evaluating Franchisee Fit: A Franchise Development Leader's Guide To Responsible Growth
Don Tarinelli, EVP of Franchise Development at Franchise FastLane, guiding entrepreneurs to success through smart franchise growth. Growth in the franchise industry is often measured by numbers: units sold, markets entered, deals closed. But sustainable growth tells a different story. It goes beyond how fast a system expands, prioritizing how well each new franchisee aligns with the brand's needs, culture and long-term vision. Strong alignment between a franchisee's values and background and the brand's operational model improves outcomes for the franchise and the brand. Plus, a good match protects the brand, enhances support systems and builds lasting equity for all involved. There is no doubt that it is necessary to take a strategic approach to evaluating franchisee fit. Franchisors must set standards for what to look for, how to assess alignment and why this step is critical for responsible franchise growth. Whether leading development for an emerging brand or scaling a mature system, the goal is the same: growth strategies that align with long-term success. Beyond The Sales Funnel: Shifting From Volume To Fit It's easy to fall into the trap of prioritizing deal flow above all else. The pressure to grow can push brands to say 'yes' too quickly, especially to candidates who look good on paper but aren't truly aligned with the system. The cost of poor fit is high. Misaligned franchisees can strain support teams, dilute brand consistency and damage unit-level performance. Worse, they may leave the system altogether, creating turnover that is costly both financially and culturally for the franchise brand. Fit in franchising is about more than capital. Mindset, motivation, leadership style and the ability to execute within a proven system are equally as important for success. Development leaders must look beyond financial qualifications and evaluate the person's drive, how they lead and how they pair with the brand's mission. Key Traits Of An Ideal Franchisee—And How To Identify Them While the ideal traits vary by concept, there are several consistent attributes to look for in high-potential franchisees. • Grit: The ability to persevere through challenges and remain committed over the long haul. • Coachability: Great franchisees don't need to have all the answers, but they must be willing to follow the system and learn from others. • Leadership: Whether they manage a small team or build a multi-unit business, strong operators inspire others and create a performance-driven culture. Balancing passion with business sense is also critical. A candidate may be excited about your brand, but do they understand what it takes to run the business day to day? Look for behavioral cues during the discovery process. How do they prepare for meetings? What questions are they asking? Do they engage with current franchisees in a meaningful way? Answering these questions can help determine the best candidates to expand your brand. Mapping Franchisee Strengths To Brand Needs No two brands are the same. A franchisee who thrives in a high-volume, operationally complex model may struggle in a boutique, service-based brand and vice versa. And the ideal candidate for a brand requiring hands-on, customer-facing leadership will look much different than the ideal candidate for a brand looking for multi-unit management experience. That's why development leaders must go beyond surface-level enthusiasm and assess whether a candidate's background and strengths align with the demands of the business. Candidates must be aligned on growth expectations as well. The more clarity you have about your brand's ideal operator profile, the better you can guide the right candidates toward your opportunity. Saying 'No' To Say 'Yes' To Long-Term Health One of the hardest but most important parts of development is walking away from a deal that doesn't feel right. It takes discipline and confidence to say 'no,' but doing so protects the brand, the candidate and your current franchisees. Selective recruitment strengthens your culture, sends a message about your standards and lays the groundwork for a high-performing system. It also builds trust with candidates who are accepted. They know they are part of a carefully curated group, rather than just another sale. The key is setting clear expectations from the start. Be transparent about what success looks like in your system. The more aligned everyone is up front, the smoother the journey will be post-signing. Growth Without Regret Responsible development doesn't mean slowing down but growing smarter. It's about building a system that is stronger and more resilient. As development leaders, we are helping entrepreneurs find the right path and ensuring our brands are set up for long-term success. When we prioritize fit over numbers, we create systems that serve everyone—franchisors, franchisees and ultimately the communities in which brands are growing. Forbes Business Development Council is an invitation-only community for sales and biz dev executives. Do I qualify?
Forbes
02-07-2025
- Business
- Forbes
Modeling Work-Life Balance
As Kumon's assistant VP of franchise development, Angelo Chavez leads market research, expansion, recruitment, franchisee support & resale. Pay attention. The importance of work-life balance is growing. Employees want more flexibility in their work, better stress management, less burnout and improved delineations between their work and personal lives. The same should be modeled by business leaders whose aim is to improve working conditions for their teams, increase retention and improve productivity. As an assistant vice president for franchise development, work-life balance also means I need the right people in key positions to manage the day-to-day operations so I can get time to myself to recharge. This isn't just about splitting your time, but about how you plan and the intentional decisions you make to prioritize well-being for both you and your team. A Shifting Work Culture This balance between the personal and professional parts of life is all about finding a rhythm that allows teams to be productive and fulfilled, but without getting overwhelmed. As a leader, respecting employees' personal time, whether with their families or exploring personal interests, should be at the forefront in planning. Recent research supports this growing sentiment: For the first time in more than two decades, workers listed work-life balance ahead of pay as a key motivator, according to Randstad's annual Workmonitor study. The study surveyed over 26,000 workers throughout Europe, Asia Pacific and the Americas. The report's findings show employees prioritize personalization, community and future-ready skilling. Employers need to monitor this growing trend or suffer the consequences. About 45% indicated they have campaigned for better work conditions, while about 44% indicated they quit a job because they thought their workplace was toxic. Like many companies, mine has adapted to the needs of our team members by taking steps to create a work environment that supports their well-being. When I first started, these types of programs didn't exist. Now, they're an integral part of the company culture, offering everything from stress and anxiety reduction workshops to team-building activities, outside speakers and other events that focus on stress management and relaxation. I've learned that companies that recognize the importance of mental and physical health in maintaining a productive and happy workforce can help the company thrive and be more successful. Modeling Expectations Modeling the balance between work and personal life has been a challenge throughout my career. First, it was with smartphones giving us the ability to check texts and emails outside the office. When I checked my phone, I felt like it helped in my career journey. I was the associate who was always on, responsive and available practically all the time. But there were moments where I felt like it was crossing the line. So, I tried different tactics to prevent work from encroaching on my personal life. At one point, I was leaving my phone in the car, so I wasn't tempted to check my messages. But that didn't last, and through self-reflection, I was able to create that barrier. Later on, the pandemic forced us to work from home. That really blurred the lines on where work stopped and home life began. Most people weren't prepared to work from home and had no idea how to balance those demands. It took a lot of work, but we adjusted to make the change. It's part of our company's culture. Recently, an annual cycling club trip this spring led me to the Japanese countryside. Outside Kyoto, I was cycling on roads tourists don't normally see. That meant answering emails, taking calls and attending meetings wasn't remotely possible from the confines of my bike saddle. I don't take much vacation time each year, so I made sure to use it to recharge, reset and have fun with friends. That meant modeling my work-life balance. I meticulously planned my time off to ensure there is no disruption to the team or the franchise owners we work with. Before I left, I created a message in my email signature letting people know I would be out of town during that time. Then, I reviewed plans with my team and our department heads, updated voicemails and out-of-office replies. This careful planning showed my team how to effectively manage their responsibilities and prepare for their own time off, and it helped foster a culture where everyone feels encouraged to rest and rejuvenate without impacting our work commitments. Prioritizing my time off demonstrated to them the importance of taking breaks and maintaining a balance between work and personal life. My advice: Put 100% of your time with the people in your life when you're not at work. Give that to them. They deserve it. You deserve it. Commit To Balance Work-life balance is an ongoing commitment to yourself and those around you. For me, it's about continuously adjusting and reflecting on personal and professional priorities. From a leadership standpoint, it's also about respecting those boundaries with my team members. For anyone looking to achieve work-life balance, I think the key is in the planning. Life is more than work, and we need to recognize that. If you're trying to spend time with the people in your life while you still have an eye on work, it's terrible. Make time for personal activities, set boundaries and prioritize your well-being. By taking steps like this, you and your employees can enhance professional performance and live a life that is more meaningful, satisfying and intentional. Forbes Business Council is the foremost growth and networking organization for business owners and leaders. Do I qualify?
