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Upping Engagement Levels with Franchise Employee Management Software

Upping Engagement Levels with Franchise Employee Management Software

Have you ever heard someone say that “your employees are your greatest asset?

This old business standby gets thrown around a lot, and for good reason: over the long run, nothing beats a team that’s committed, energetic, and engaged. Not technology, not big budgets, not head-starts–a laser-focused workforce trumps them all.

But not all employees are 100% engaged. Plenty of “jobbers” out there are only bringing a part-time commitment to the table, though they may technically be working full-time hours. Gleeson (2017) estimates that only about 15% of the workforce are actually engaged and committed to a given organization’s goals. That leaves a whopping 85% of the workforce droning through the day without any real emotional stake in the brand’s performance. These employees are not your greatest assets; indeed, they can often be liabilities.

Fortunately, employee engagement is something you can control and, with the right tactics and technologies, increase.

To that end, today’s post is all about how to leverage your franchise employee management software to increase employee engagement levels.

But this isn’t going to read like a simple run-down of useful features. Instead, we’re going to look at some engagement-upping best practices published in Forbes, then explain how they’re made simpler and more effective with franchise employee management software.

3 ways franchise employee management software ups engagement levels

These tips were first published in Forbes by author Brent Gleeson. As a former Navy SEAL, he knows a thing or two about the importance of being engaged with your work–for him, it was literally a matter of life and death.

Here’s what Gleeson (2017) recommends–and how FranchiseSoft makes integrating these best practices easy:

“Put everyone in the right role.” When you’re taking on the right role, half the work is already done; after all, it’s easy to mentally engage with work you enjoy and are competent in. Accordingly, Gleeson (2017) stresses the need for smart talent acquisition and vetting during the interview process to get people in the right positions.

But how do you find the extra time for diligence in this regard? The obvious answer is planning and prioritization. But FranchiseSoft has a novel solution: workflow automation. By automating low-value tasks like sending welcome emails or brochures to new leads, or inputting contact information, FranchiseSoft effectively adds hours to your day, freeing you up for higher-level decision making such as putting people into the right roles. Simply put, we automate the low-level stuff so you can put your expertise to use.

“Give them the training.” To build a culture of trust, accountability, and engagement, your staff needs the skills to get the job done. Providing proper training is essential. Our franchise employee management software helps you do just that. We provide streamlined communications for troubleshooting; custom digital training course creation tools with full “student monitoring” capabilities; digital libraries to share and store training materials with a few clicks; and many other features to improve onboarding outcomes.

“Show respect, offer autonomy.” Micromanagement is not the key to employee engagement. While breathing down the necks of your staff may keep them physically on-task, it’s crippling to company morale and creativity. Instead, look for opportunities to show your employees you respect them by assigning them a certain degree of responsibility and autonomy. This tells them they’re valued team members. Further, leaving a degree of flexibility in the task engages their creative mind for problem-solving in ways that rigid step-by-step processes never could.

The classic example of this is giving employees the freedom to create their own schedules, but this is can be a nightmare without proper franchise employee management software. With FranchiseSoft, it’s foolproof–employees get access to shared calendars, which can be modified to the level you authorize. Alerts are automatically sent in the event of overtime hours, overlapping shifts, missed work, and other potential problems. Thus, you get all the autonomy and engagement-building power of employee-run scheduling, but effective retain full control of the calendar.

“Show respect, offer autonomy.” Micromanagement is not the key to employee engagement. While breathing down the necks of your staff may keep them physically on-task, it’s crippling to company morale and creativity. Instead, look for opportunities to show your employees you respect them by assigning them a certain degree of responsibility and autonomy. This tells them they’re valued team members. Further, leaving a degree of flexibility in the task engages their creative mind for problem-solving in ways that rigid step-by-step processes never could.

The classic example of this is giving employees the freedom to create their own schedules, but this is can be a nightmare without proper franchise employee management software. With FranchiseSoft, it’s foolproof–employees get access to shared calendars, which can be modified to the level you authorize. Alerts are automatically sent in the event of overtime hours, overlapping shifts, missed work, and other potential problems. Thus, you get all the autonomy and engagement-building power of employee-run scheduling, but effective retain full control of the calendar.

Learn more about franchise employee management software

Visit http://www.franchisesoft.com to schedule a free software demo!

References

Gleeson, B. (2017, Oct 5). 5 powerful steps to improvement employee management. Forbes. Retrieved from https://www.forbes.com/sites/brentgleeson/2017/10/15/5-powerful-steps-to-improve-employee-engagement/#6e2dd158341d

Building Organizational Trust with Franchise Communication Software

Building Organizational Trust with Franchise Communication Software

As with any relationship, the keys to effective franchise partnerships are trust and communication. Today’s post explain how FranchiseSoft’s franchise communication software helps you build both for better strategic and operational performance.

Research shows the value of strong franchise communications

A new study by the Management Decision journal highlights the power of quality franchise communication software.

In this report, Fernández-Monroy et al. (2018) sought to determine the influence that internal communications and trust had on the satisfaction and performance of franchise partnerships.

According to the authors, the purpose of their study was “to propose a conceptual model for building successful franchise partnerships” (Fernández-Monroy et al., 2018, p. 1051). The conceptual model they proposed was uncontroversial: basically, they posited that franchises with healthier communication and greater trust would perform better than those without.

To test their hypothesis, researchers first analyzed the quality of the relationship that the franchisor maintained with their franchisees and suppliers. A mail survey of 592 franchises was conducted. Franchisors filled out structured, self-administered questionnaires, and researchers collected, synthesized, and analyzed the data using structural equation modeling (Fernández-Monroy et al., 2018).

Results indicated that communication between franchisors and franchisees is strongly related to high levels of trust, which in turn is related to high levels of relationship satisfaction. More importantly, Fernández-Monroy et al. (2018) concluded that “developing satisfactory relationships between partners improved strategic and operational franchise outcomes” (p. 1051).

These findings build on previous research on the link between trust and performance, which had previously been deemed “plausible but not proven” (Sako, 2006).

Put simply, better communications between franchisor and franchisee leads to greater trust and stronger professional relationships, which in turn increases satisfaction and performance.

Building organizational trust at the executive level

Science says that communication builds trust in franchise partnerships, and trust enhances performance. So how do you go about it?

Franchise communication software is a strong start. We offer a number of features that help franchisors enhance trust and communication with franchisees. You can see them all in our demo. But here’s a taste:

Centralized communications.

Make calls, compose emails, or send SMS messages from a single dashboard. All incoming messages can also be accessed from this dashboard, which means you can reduce your response time without frantically cycling through phone checks, email inbox refreshes, or social media log-ins to stay on top of all channels. Easily log correspondence from here in case you need to refer back in the future. In and of itself, this feature will do wonders for improving internal communications and making your franchisees feel like help is always just a few clicks away.

Powerful support service.

Let franchisees know that their problems matter to you with FranchiseSoft support. All support requests are directed to a secure help desk that is organized by a powerful ticketing system. Frequent tasks such as ticket assignment and closure are automated so your support staff can free up their faculties for more intensive problem-solving. And franchisees can also access FAQs, instructional videos, manuals, and step-by-step procedures while they wait for support. There’s no way to build organizational trust than by offering help to those in need–especially when franchise support is often a major selling point for franchisors.

Book a free franchise communication software demo

The best way to understand what our franchise communication software can do for you is to see it in action. If you’d like to learn more, book a free demo by calling 888-302-3676 or visiting our website now.

References

Fernández-Monroy, M., Martín-Santana, J. D., & Galván-Sánchez, I. (2018). Building successful franchise partnerships: The importance of communication and trust. Management Decision, 56(5), 1051-1064.

Sako, M. (2006). Does trust improve business performance? Organizational trust: A reader, 267-294.

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