As you transition into franchise ownership, the first 90 days are pivotal. They set the groundwork for long-term success by establishing efficient systems, leveraging your strengths, building your audience, and creating a high-performing team.
This article is the second in a series designed to help new franchisees build a solid foundation for a successful business. Unexpected challenges and setbacks will occur. Address them with a passion for learning and a growth mindset. The greater the obstacle you overcome, the more confidence you earn.
I – Identifying Essential Systems
Start by identifying the essential systems needed to run your franchise smoothly. These typically include marketing, sales, back-office operations, and customer service. While your franchisor provides a solid operations manual, you’ll need to complement their systems to fit your specific market and business needs.
Systems Beyond the Franchisor’s Manual
Your franchise has unique requirements that may not be fully covered in the franchisor’s manual, such as regional marketing strategies or local vendor relationships. Take the foundational systems provided and tailor them to suit your business. This customization ensures that your operations are efficient and aligned with your vision.
ImageFIRST wrote their first version of the operations manual for local or regional laundries and dry cleaners, those with processing equipment and facilities. I didn’t have either of those starting their first franchise in Cincinnati. The COO and I set out to determine what contractors we needed in place of the capital equipment, and Joe helped me find the right suppliers to meet healthcare laundry requirements.
Documenting and Scaling Processes
Efficient processes are crucial for scalability. Document every process meticulously that complements your franchisor’s operations manual, from how you handle customer inquiries to local marketing strategies to your inventory management practices. This documentation is a reference for training new employees and maintaining consistency as your business grows.
Continuous Improvement and Feedback Loops
Processes should evolve based on feedback and performance. Establish feedback loops to improve continuously. Encourage your team to provide insights on how processes can be streamlined or enhanced. This approach fosters a culture of continuous improvement and keeps your business agile.
II – Leveraging Your Strengths and Delegating Weaknesses
Identifying Strengths and Weaknesses
Begin with a thorough self-assessment. Identify your strengths and weaknesses. This honest evaluation helps you understand where you can excel and where you might need support. I use Zorakle because of its focus on franchising. Assessments are the starting point for conversations, not the ultimate determination of success.
Objective Evaluations and Trusted Advisors
Seek objective evaluations from your trusted advisor. Mentors, franchise consultants, or experienced franchisees can help you see your strengths from a different perspective. Their insights can provide a clearer picture of your capabilities and areas for improvement.
Effective Delegation Strategies
Prioritize the most important and urgent tasks according to your Eisenhower matrix. At times, it feels like you’ll never have enough time. It’s important to have the tasks ordered.
Effective delegation is key to managing your workload. Assign tasks that align with your team’s strengths. This strategy frees up your time and empowers your team members, boosting their confidence and productivity.
Building a Reliable Support Network
Outsource tasks that require specialized skills. Building a network of reliable vendors and contractors can help manage non-core activities efficiently. This network allows you to focus on strategic growth and core business functions.
III – Building a High-Performing Team
Finding Candidates Aligned with Your Culture
Finding and hiring the right employees is crucial for any small business or franchise. Building a team that fits your culture and shares your vision can significantly impact your success.
Leveraging your network can be one of the most effective ways to find potential employees. Your network includes current employees, friends, family, business contacts, and even customers. People who know and trust you are more likely to refer individuals who they believe would be a good fit for your business.
- Ask for Referrals: Encourage your network to refer candidates. Offer incentives for successful hires.
- Utilize Social Media: Platforms like LinkedIn, Facebook, and even Twitter can be great for posting job openings and connecting with potential candidates.
- Join Professional Groups: Attend industry conferences, workshops, and seminars. Join local business groups and chambers of commerce.
Hiring for Cultural Fit
Hiring someone who fits your company culture is often more important than hiring someone with the perfect skill set. Skills can be taught to the right person that fits your culture and exemplifies your values.
- Define Your Culture: Clearly define your company culture and values. Communicate these during the hiring process.
- Behavioral Interview Questions: Use questions that reveal how candidates handle situations that align with your values. For example, “Can you give an example of how you handled a conflict at work?”
- Team Involvement: Involve your team in the interview process. Their input can help identify candidates who will integrate well. My long-time GM helped decide who we chose for the outside sales position even though sales did not directly report to him.
Training and Onboarding Best Practices
Develop comprehensive training and onboarding programs. These should cover not only the operational aspects but also your franchise’s cultural values and mission. A well-trained team is a high-performing team.
I have successfully created and implemented training for many types of organizations. One critical element is defining and finding a great fit for the key roles in your franchise. The general manager is one obvious key role. There may be additional key roles for your franchise.
Define the characteristics required for success and take your time finding the candidate that checks all of the cultural and personality boxes. If they also possess the technical skills for the position, that’s a bonus. Skills are teachable, so weigh the personality attributes ahead of technical.
Creating a Supportive and Productive Environment
Foster a supportive and productive work environment. Encourage open communication, collaboration, and mutual respect. Based on your clear mission and values, your culture drives employee engagement and retention.
Encouraging Continuous Improvement and Innovation
Promote a culture of continuous improvement and innovation where it’s ok to learn from failures. Encourage your team to share ideas and feedback. Recognize and reward innovative solutions that enhance business operations.
IV – Networking Within the Franchise Community
You may be new to leading your company, but the foundational principles are timeless. Engage actively within the franchise community, especially your franchisor. Attend franchise meetings, participate in online forums, and connect with other franchisees. These interactions can provide valuable insights and support.
Engaging with Local Business Associations
Join local business associations. These groups offer networking opportunities, resources, and support that can help you navigate the local market more effectively.
Finding and Nurturing Mentorships
Seek out mentors who can guide you through your franchise journey. Nurture these relationships by being open to feedback and willing to learn. Mentors can provide invaluable advice and perspective.
Collaborating with Peers for Mutual Growth
Collaborate with peers for mutual growth. Share experiences, challenges, and solutions. Your collaborative approach can lead to innovative strategies and collective success. You don’t need to reinvent the wheel.
The first 90 days are critical for setting the foundation of your franchise. Focus on creating efficient systems, leveraging your strengths, building a high-performing team, and establishing professional relationships. These steps will guide you through the initial phase and set you on the path to long-term success.
Next month, I’ll discuss marketing and launching your new franchise, evaluating KPIs against your 90-day goals, and your leadership mindsets and continuous development.
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Leaders serve their team. Their team serves customers. Customers make the business thrive. Your business takes care of you and your family.
Luke Frey is a seasoned professional who helps franchise owners succeed where corporate support needs to be improved. With a diverse background that includes 20 years as a successful franchise owner of ImageFIRST Cincinnati, 6 years as an industrial engineer for a Fortune 250 company, and 19 years as a firefighter and chief, Luke has honed his leadership and problem-solving skills to become a positive driving force for other franchise owners’ successes.
Luke’s extensive experience and drive to learn make him a sought-after advisor for franchise owners who want to maximize profits through proven leadership strategies. His management, marketing, operations, and sales expertise helps franchise owners improve their bottom lines and achieve their goals.
As the founder of Bella Vista Executive Advisors, Luke supports franchise owners with the tools, guidance, and support they need to succeed in a competitive market. To learn more about Luke and how Bella Vista Executive Advisors can help your franchise thrive, please visit our website at www.bellavistaexecutiveadvisors.com.