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Does Your Franchise Have Employee Growth Plans?

Employee growth plans are something that can save the company a lot of time, effort and money in terms of retention. Everyone always wants to know where they stand with the organization. Unfortunately, the old school evaluation process focuses on where the employee is either doing or not doing their current job, instead of where the supervisor or organization sees that employee long-term with the franchise.

Think about how different the employee culture would be in your office with a proper growth plan for each worker. This prevents the idea that promotions are thrown out like meat and the most aggressive person has to beat back the others. Instead, a growth plan for each employee would allow them to see where they stand, individually with the company, as well as where the supervisor sees their productivity fitting long-term.

This also helps display some clear and concise messaging from the supervisor to the employee on expectations. As much as the term “leadership” gets thrown around, the communication factor always appears incumbent upon the employee, not the supervisor, when engaging in conversation around salary, promotion of title, and long-term future with the franchise. The entire goal around any progression of growth should be to show that there is a future with the franchise, and here are the steps that the supervisor expects from the employee to obtain those goals within a certain time frame.

It would also help display certain metrics that ensure that if the employee is not living up to the standards set by the organization and supervisor, that they may not consider long-term employment with the franchise. With the constant worry about being barraged by more requests for raises, this instead might help franchise executives move on those lackluster employees who don’t “get it” when it comes to the necessary actions to help the organization grow.

This is about a cohesive effort between the supervisor, organization as a whole, and even the employee. The worst thing that can happen is for good employees to leave the nest. They often are leaving behind the worst employees, who neither want to leave for a job that may have bigger expectations or are also unable to find a job outside of what they are currently doing. Saving the best employees means saving money, time and effort to retrain. And all of that can be helped by a simple growth plan of where each employee fits within the franchise according to the supervisor who manages them.

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