This April, I have the privilege of speaking on behalf of Primrose Schools at the Multi-Unit Franchising Conference (MUFC) in Las Vegas about recruiting top talent. The topic couldn’t be more relevant for today’s franchise owners. Employee recruitment, retention and engagement are challenges every franchisee faces across all industries – from personal services to quick service restaurants.
The statistics speak for themselves; turnover in the U.S. workforce is at an all-time high. In fact, data from the U.S. Bureau of Labor Statistics reveals that three million employees have left their jobs at their own volition every month since June 2017. But all hope is not lost! New research from Gallup finds that employees who are “engaged and thriving” are 59 percent less likely to seek out new jobs in the next 12 months.
As the owner of three – soon to be five – Primrose schools, I too have found that keeping employees engaged and incentivized is a central part of each school’s success. We strive to nurture and empower our teachers and staff, and as a result, we have many faculty who have worked with us for years – they are more like family than co-workers.
By investing in our team and establishing a culture of mutual respect, my husband and I have cultivated a work environment that equips staff with the confidence and tools they need to be successful in life – not just in their jobs. It’s this commitment to personal and professional growth that has helped me establish a loyal, dynamic and talented family of employees. I believe it’s also the reason that 90 percent of our directors, at one time, taught at one of our schools.
So, what does successful employee recruitment, retention and engagement look like for us? Here are a few best practices that have had a tremendous impact in our schools:
- Commit to investing in your staff as a part of your culture. Even a small gift card or paid team outing can show employees you appreciate them. We invest in our talent through fair pay, frequent gestures of appreciation, bonuses and paid continuing educational opportunities (e.g. college credits and associates degrees). Promotions and financial incentives sustain employee satisfaction and positively benefit business.
- Provide clear work expectations and a career path for each individual. If you view every employee as an individual with a unique set of skills and abilities, you will realize that there is great strength in diverse interests and experiences. Every employee must feel that he or she is uniquely valued and know his or her growth opportunities within your business and surrounding community. Sometimes you need to be nimble and identify a different role that’s a better fit for that employee, one where he/she will thrive.
- Provide opportunities for promotion. Promotions from within have been our best recruiting tool for upper management. We often promote thriving staff and teachers to Assistant Directors and Directors. This strategy supports positive morale in our schools and fosters a culture of growth, because staff know they are appreciated and have the opportunity to advance.
- Include employees in the hiring process. We’ve found employee referrals to be an effective tool for finding talent. If we like a candidate, we hold a working interview so staff can observe the potential new hire in a school setting. There must be a synergy between potential new employees and current staff.
- Tell a story. If you want to attract people to become part of a “work family,” focus on establishing a culture in which people want to belong. Today’s workforce doesn’t want lengthy job descriptions; they’re looking for purpose and they want to hear the unique story about your culture and vision. Think about telling a story when posting openings on job boards or social media platforms.
With two new locations opening soon, my husband and I have to be effective delegators to ensure smooth business operations. We rely on the talent of our staff; their success is our success. Cultivating that kind of positive and trusted working environment requires time and significant investment, but the payoff of knowing your cherished business is in the best hands is priceless.
Similar Blog Posts: