How can you improve franchise sales performance through mentorship and coaching?

When Employees have good mentorship and coaching they feel like a valuable contributor to the team, which reduces turnover and more. Fulfilled employees stay longer, contribute more and that is seen by a company's revenue growth and reduced expenses. Finding time is the biggest challenge for leaders and employees. Additionally, eliminating biases and subjectivity is challenging. That is why I've found coaching and mentoring solutions using AI empowering employees to receive objective coaching that is unbiased increasing any KPI 12%-21% in 45 days or less. Transparency, objectivity and clarity are an important piece of the coaching and mentoring puzzle. Receiving constructive feedback within 2 minutes without bias can be done.

Franchisees are really lucky when they get the authentic franchisor support in terms of mentorship & coaching. Professional franchisor's valuable support pivot on the ability to transform the service and production quality of the franchisee at par with themselves. This would require establishing a system of continuous mentoring, evaluation & feedback. The Brand Value transcends the geographical boundaries by establishing a gold-standard L&D support.

Having been lucky enough to work with some amazing franchisors I can say that the ones that have the most success are those that prioritise ongoing training and coaching of their franchisees. It’s not just about having proven blueprints to follow. It’s about personalised support as and when the franchisees need it.

Regular Training Sessions: Conduct regular training sessions to educate franchisees on effective sales techniques, product knowledge, and customer engagement strategies. This will help them stay updated and sharpen their skills. Setting Goals and Targets: Work with franchisees to set realistic sales goals and targets. Regularly review their progress and provide feedback to keep them motivated and focused on achieving their objectives. Sharing Best Practices: Encourage franchisees to share their successful sales strategies and techniques with each other.

Finding the right mentors is crucial. You want someone that has not only walked in your shoes but can stay relevant to messaging based on today’s market needs not a decade or two ago. There are unfortunately many coaches, teachers, and mentors that fall in the outdated category that also charge. It’s best to do due diligence and make sure there’s a fit before you pull the trigger on it here. In my experience the best mentors I’ve had have also doubled as the leaders I’ve served under. You can’t underestimate the value of a good boss. Stay in touch through the course of your career with these people if you’re fortunate to find them. They are rare.

As coaches and mentors within the company, it's tough to avoid biases. My suggestion is to choose coaches and mentors from various regions and teams who don't interact much. This way, they can approach things with curiosity and fewer judgments.

It's not just about choosing a good coach or mentor; we also need to think about what makes someone a good mentee or coachee. While onboarding clients as coach , I follow certain metrics to evaluate that is coachee coachable or not ? I evaluate by looking at their commitment, how flexible they are, their ability to take feedback without getting upset, and their willingness to listen to different perspectives with an open mind.

It's really important that the goals for the coaching, whether they are about quality or quantity, are clear for the person being coached. These goals should have starting points, so we can see how things are going and make sure we're making progress. At the middle of the coaching, and especially at the end, it's good to get feedback from different people involved. This helps to avoid sticking to preconceived ideas or biases and brings in diverse perspectives.

Vet the caliber of the coaches in the initial evaluation process. It will give you insight into the level of talent the company can both attract and retain at the corporate level. Ask them about: Certifications Qualifications Background experience Industry experience Tenure

One very good way to add value or growth to your franchise is to communicate with other franchise owners, even if it’s in other industries. Franchise owners, or multi unit location owners are going through same or similar problems, regardless of the industry they’re in. Make sure to focus on communicating with peers and understanding problems across other industries in regards to franchises to help grow and scale. Your specific location.