HOW TO RECRUIT & RETAIN “GEN Z” EMPLOYEES

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It is essential to consider Gen Z key preferences and values. Gen Z employees prioritize meaningful work and a sense of purpose. They are often motivated by opportunities for personal growth, career advancement, and the ability to impact society positively. Providing clear career paths and development opportunities is crucial to engaging and retaining them.


HOW TO RECRUIT & RETAIN “GEN Z” EMPLOYEES

By Johnny Dey

Finding, hiring, and retaining Generation Z employees requires understanding their unique characteristics, preferences, and attitudes toward work. As the newest generation to enter the labor force, Gen Z comprises individuals born between 1997 and 2012. According to the U.S. Department of Labor, as of 2020, Gen Z accounted for around 9% of the labor force, which is projected to grow in the coming years.

To attract Gen Z workers, it is essential to consider their key preferences and values. Gen Z employees prioritize meaningful work and a sense of purpose. They are often motivated by opportunities for personal growth, career advancement, and the ability to impact society positively. Providing clear career paths and development opportunities is crucial to engaging and retaining them.

Gen Z employees also value work-life balance and flexibility. They seek workplaces that offer flexible schedules, remote work options, and healthy work-life integration. According to a study by Ernst & Young, 75% of Gen Z employees believe that a flexible work schedule is essential to achieve work-life balance. Emphasizing work-life balance and offering flexible arrangements can be attractive to Gen Z job seekers.

Gen Z workers are also tech-savvy and expect employers to leverage technology effectively. They are comfortable with digital communication tools, collaboration platforms, and automation. Companies prioritizing technological advancements and providing a digital-friendly work environment will likely appeal to Gen Z candidates.

Gen Z employees also value diversity and inclusivity. They seek companies that foster a diverse and inclusive culture where they can express their authentic selves. Organizations that demonstrate a commitment to diversity, equity, and inclusion through policies, initiatives, and representation are more likely to attract and retain Gen Z workers.

Moreover, Gen Z employees tend to have a robust entrepreneurial spirit. They are interested in opportunities for innovation, autonomy, and creativity in the workplace. Companies that offer a supportive environment for entrepreneurial endeavors and provide platforms for idea sharing and collaboration will likely appeal to Gen Z employees.

In conclusion, attracting, hiring, and retaining Gen Z employees involves recognizing their preferences for meaningful work, work-life balance, flexibility, technological integration, diversity and inclusion, and entrepreneurial opportunities. By aligning company values with these preferences, organizations can better position themselves to attract and retain Gen Z talent in a competitive labor market.

Please note that while the U.S. Department of Labor provides information about the labor force and various demographic trends, specific statistics on the exact number of Gen Z individuals in the labor force may not be available as of my knowledge cutoff in September 2021. It’s advisable to refer to the U.S. Department of Labor or other reliable sources for the most up-to-date statistics.

MANAGING COST OF GOODS: KEY CONSIDERATIONS FOR RESTAURANT SUCCESS

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Effectively managing these factors requires a strategic approach that includes proper menu engineering, efficient food distribution, in-season sourcing, optimizing drop size by the distributor, managing contract pricing and rebates, minimizing waste, implementing appropriate menu pricing, and addressing spoilage and shrinkage. This blog explores the importance of managing COGs and their impact on a restaurant’s profit and loss (P&L) while providing insights and statistics from reputable sources.

Managing Cost of Goods: Key Considerations for Restaurant Success
By Johnny Dey

Introduction: Managing the “Cost of Goods” (COGs) is crucial for long-term success in the highly competitive landscape of the restaurant industry. Cost of Goods encompasses various elements such as food costs, the cost of paper packaging, and beverage costs. Effectively managing these factors requires a strategic approach that includes proper menu engineering, efficient food distribution, in-season sourcing, optimizing drop size by the distributor, managing contract pricing and rebates, minimizing waste, implementing appropriate menu pricing, and addressing spoilage and shrinkage. This blog explores the importance of managing COGs and their impact on a restaurant’s profit and loss (P&L) while providing insights and statistics from reputable sources.

Menu Engineering: Reducing SKUs and Optimizing Profitability: Proper menu engineering is critical to managing COGs. By strategically reducing Stock Keeping Units (SKUs) and optimizing the menu, restaurants can streamline operations and enhance profitability. A focused menu simplifies inventory management, allows for better control over purchasing, and reduces the risk of excess food inventory leading to spoilage. According to a study by Cornell University, effective menu engineering can increase restaurant profitability by up to 10%.【1†source】

Efficient Food Distribution: Ensuring Quality and Cost-effectiveness: Partnering with reliable food distributors is vital in managing COGs. Restaurant operators should prioritize selecting distributors who offer competitive prices, timely deliveries, and consistent quality. Optimizing drop sizes by distributor helps reduce transportation costs and minimize the risk of food wastage due to overstocking. Establishing solid distributor relationships can also lead to negotiated contract pricing and rebates, further driving cost savings.

In-Season Sourcing: Freshness, Flavor, and Cost Savings: Emphasizing in-season sourcing of ingredients benefits both the restaurant and its customers. By incorporating seasonal produce into the menu, restaurants can offer fresher, tastier dishes while benefiting from lower prices due to increased supply. In addition, supporting local farmers and suppliers strengthens the community and enhances the restaurant’s sustainability efforts.

Waste Management: Minimizing Loss and Maximizing Efficiency: Waste is a significant contributor to COGs and can harm a restaurant’s profitability. Implementing effective waste management practices, such as accurately tracking inventory, controlling portion sizes, and training staff on proper handling and storage techniques, can help minimize waste. Technology solutions like inventory management systems can streamline these processes and provide valuable insights to reduce waste and increase operational efficiency.

Proper Menu Pricing: Balancing Value and Profitability: Setting reasonable menu prices is essential for maintaining a healthy bottom line while providing customer value. Careful consideration should be given to factors such as ingredient costs, overhead expenses, and competitive pricing in the local market. Striking a balance between profitability and customer perception of value is crucial to attract and retain patrons.

Addressing Spoilage and Shrinkage: Mitigating Losses: Spoilage and shrinkage are persistent challenges in the restaurant industry. By implementing proper inventory control measures, such as First-In, First-Out (FIFO) rotation, rigorous quality checks, and staff training on storage practices, restaurants can minimize the risk of spoilage and shrinkage. Regular monitoring and analyzing these factors can provide valuable insights for making informed decisions to reduce losses.
Impact on P&L: Effectively managing COGs directly impacts a restaurant’s P&L. By optimizing food cost, minimizing waste, and implementing strategic pricing, restaurants can enhance their profitability. According to a survey conducted by the National Restaurant Association, food, and beverage costs typically account for 28-35% of sales in full-service restaurants, making it a significant controllable cost that directly affects the bottom line.【2†source】

Conclusion: Managing the Cost of Goods is critical to running a successful restaurant. By employing effective strategies such as menu engineering, efficient food distribution, in-season sourcing, waste management, proper menu pricing, and addressing spoilage and shrinkage, restaurants can achieve a balance between cost control and providing exceptional dining experiences. By understanding the impact of COGs on the P&L and implementing best practices, restaurants can increase their profitability and maintain a competitive edge in the ever-evolving restaurant industry.

Sources: 【1†source】 Cornell University School of Hotel Administration – “The Impact of Menu Engineering on the Profitability of a Restaurant.” 【2†source】 National Restaurant Association – “Restaurant Operations Report: Food and Beverage Cost”

4 TOP REASONS TO REFRESH YOUR WEBSITE

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A well-linked site is a well-ranked site. Including outbound links to relevant and authoritative websites boosts your SEO and enhances the user experience by providing additional valuable information. Similarly, getting other sites to link to yours can improve your search engine rankings and increase traffic.

4 Top Reasons To Refresh Your Website
Gary Occhiogrosso is the Founder of Franchise Growth Solutions,

As we all know, the digital realm is continuously evolving, and to keep pace with this rapid evolution, it’s essential to update and refresh your franchise’s website regularly. This isn’t just about keeping up with the latest web design trends; it’s about providing an optimal user experience, improving lead generation, and enhancing conversion rates.

Why is this so important? Here’s why:

Lead Generation: Your website is often the first point of contact potential franchisees have with your brand. An outdated site can give the impression that your business isn’t keeping up with the times. A refreshed and updated website attracts more visitors and converts those visitors into quality leads.

Conversion for Inquiries: An intuitive, easy-to-navigate, and modern website decreases bounce rates and encourages visitors to stay longer, thereby increasing the chances of conversion. It’s all about making it easy for a prospect to inquire – forms, contact information, and chatbots all play a part in this.

Using Video and Photos: A picture is worth a thousand words, and a video is worth even more! Including engaging multimedia content is a powerful way to tell your brand’s story, showcase your products/services, and engage with your audience in a meaningful way. Plus, multimedia boosts SEO, pushing your site up search engine rankings further!

Links to Other Websites: A well-linked site is a well-ranked site. Including outbound links to relevant and authoritative websites boosts your SEO and enhances the user experience by providing additional valuable information. Similarly, getting other sites to link to yours can improve your search engine rankings and increase traffic.

Remember, your website isn’t just an online brochure; it’s a dynamic platform that can be a powerful tool in your franchise development strategy. So don’t let it gather dust – keep it fresh, engaging, and on the cutting edge of digital trends.
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About the Author
Gary Occhiogrosso is the Founder of Franchise Growth Solutions, a co-operative based franchise development and sales firm. His proprietary “Coach, Mentor & Grow Program” focuses on helping Franchisors with their franchise development, strategic planning, advertising, selling franchises and guiding franchisors in raising growth capital.

Gary started his career in franchising as a franchisee of Dunkin Donuts before launching the Ranch *1 Franchise program. He is the former President of TRUFOODS, LLC a 100+ unit multi brand franchisor and former COO of Desert Moon Fresh Mexican Grille.

Gary was selected as “Top 25 Fast Casual Restaurant Executive in the USA” by Fast Casual Magazine as well as named Top 100 Franchise Influencers three years running.

In addition, Gary is an adjunct associate professor at New York University on the topic of Entrepreneurship and Franchising. He has published numerous articles on the topics of Franchising, Entrepreneurship, Sales and Marketing.
He was the host of the NYC’s “Small Business & Franchise Radio Show” and currently the host of the podcast “MasterMind Minutes.” Gary is also the publisher of the online magazine FranchiseMoneyMaker.com as well as a contributing writer for Forbes.com

20 KEY FACTORS FOR FINDING A BETTER LOCATION

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A broker specializing in retail/restaurant real estate can be a huge resource in navigating through these puzzle pieces. And the landlords usually pay their fees, making this service free of charge to the business owner.

20 Key Factors For Finding a Better Location
By David Simmonds – Founder & President, RESOLUTE RE

Finding the right location is one of the most important processes you will be engaged in for your business. Like the old adage goes: location, location, location. Many factors go into site selection for your business. In this article, I’ll discuss the factors to consider about the retail space itself.

Size of space needed

• Do you need an end cap, or are you willing to go in-line? Do you need a freestanding location and/or a drive-thru?
• Construction budget
• Anticipated sales projections Rent is always a function of sales, and most businesses want their rents to be between
6%-8% of their total costs to run the business.
• Rent/NNN budget…make sure that you are realistic about what can be achieved in the market/s that you are looking at
and how that compares to your budget
• Do you need referrals for a general contractor/architect/etc? Do you have a prototype for your layout?
• Which kind of tenants do you want to be around or stay away from?

Interior of the space:

• What size HVAC do you need?
• Do you need the space to come with equipment left behind by the previous tenant? 2nd gen restaurant space, for
example, could save a restauranteur a lot of capital. Or could you do new construction or a plain Jane retail space?
For example, if you would do a non-2nd gen restaurant space, how much would it cost to retrofit a space?
• Do you have to have natural gas?
• What size electrical service do you need?
• Do you need a grease trap or a vent-a-hood
• Does your space need to be sprinkled?

Selling yourself to landlords:

• What kind of credit will be going on the lease?
• Are you willing to personally guaranty the lease?
• Where is your source of funding coming from to do this new location?
• Your Resume: Have you worked for a competitor in the past, or do you have existing stores? If so, how long have you
been in business? If not, do you have a resume showing your operations prowess?

Use a professional broker

A broker specializing in retail/restaurant real estate can be a huge resource in navigating through these puzzle pieces. And the landlords usually pay their fees, making this service free of charge to the business owner. When hiring such a broker, engage in a meaty interview process:

* Ask for and check References
* How many similar-type deals has that agent closed in the past week, 30 days, 60 days, and YTD?
* If he works in other commercial real estate verticals, such as office, industrial, land (not related to retail), farms & ranch, medical or investment sales, for example, how much time does that agent spend working in those verticals versus retail/restaurant?

I highly recommend a broker who specializes in the retail/restaurant field. That broker will have the expertise, knowledge, and relationships in the market to get you the best space for your business. It’s an exciting journey you are embarking on…you’ll never forget it!

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About The Author: DAVID SIMMONDS

David Simmonds founded RESOLUT RE in January of 2009 and has since built a massive, international, 3rd-party brokerage platform. RESOLUT RE has 6 offices across Texas (Dallas/Fort Worth, Houston, Austin/San Antonio, McAllen, Midland & El Paso), and serves the great states of Louisiana and New Mexico out of offices in Lafayette, Albuquerque and Santa Fe.

RESOLUT RE represents 68 tenants nationally/internationally. We have the ability to service our clients’ expansion needs anywhere in the United States and up to 130 countries around the globe.

RESOLUT RE markets over 800 projects and exclusively represents over 250 tenants regionally across Texas, New Mexico and Louisiana.

David is a member of the International Franchise Association (IFA) and the International Council of Shopping Centers (ICSC) and received a Bachelor of Arts degree in Economics from Columbia College/Columbia University in New York City.

HOW TO SOLVE THE BIGGEST CHALLENGES OF A HYBRID WORKFORCE

According to Forrester, 70% of U.S. and European companies will pivot to a hybrid work model post-pandemic. What’s more, 75% of CEOs expect their office spaces to shrink, so the space that is retained must be intentionally created with hybrid in mind.

How to solve the biggest challenges of a hybrid workforce

Contributed by BrandPoint

(BPT) – Since the onset of the global pandemic there has been a paradigm shift that work is what you do, not where you do it. As workers increasingly return to traditional offices, the need to transform the space into more dynamic and collaborative business centers grows.

According to Forrester, 70% of U.S. and European companies will pivot to a hybrid work model post-pandemic. What’s more, 75% of CEOs expect their office spaces to shrink, so the space that is retained must be intentionally created with hybrid in mind.

“The problem is that while many American employers have embraced this model for their employees, they have not fully implemented collaborative strategies and the necessary technologies that help workers remain productive, creative and inspired in and out of the office setting,” said Shannon MacKay, general manager of WW Smart Collaboration Business Group, Lenovo.

Adopting the right technologies so employees can seamlessly work in the office, at home or elsewhere is key to the success of hybrid work. When done correctly, it can set an organization up for success: According to a recent Lenovo study, a majority (77%) of employees and IT decision-makers believe that productivity and collaboration tools have made or will make their business more efficient in the long run.

When done poorly it can diminish productivity, culture and ultimately, the workforce: According to the Adobe State of Work Report, 32% of workers (nearly a third) have said goodbye to an employer whose tech was a barrier to their ability to do good work — up from 22% pre-COVID.

Hybrid work will require new ways of collaborating to ensure an inclusive environment that attracts and retains top talent. This is particularly important considering in-person meetings will drop from 60% of total enterprise meetings to just 25% by 2024, according to Gartner’s 2021 Digital Worker Experience Survey.

Unfortunately, the Lenovo study shows large enterprises report an average of three unified communication/collaboration applications in use at their companies. This makes collaboration complex and a daily pain point for workers. Not only does this restrict communication, so many of the important interactions between people that build company culture and teams are lost.

“Hearing the live reactions, or impromptu exchanges going on at the end of the table is the difference between feeling like an equal citizen at a hybrid meeting and feeling like a second class one. What about if those microphones can auto-adjust to the positioning of the participants in the room and upweight the sound of those on the right of the room in the right-hand speaker to make it as realistic as possible for those at home too?” said MacKay.

Purpose-built technology like Lenovo’s new ThinkSmart One, the world’s first Windows-based completely integrated collaboration bar, anticipates the continued growth of hybrid meeting spaces as businesses strive to find innovative ways to work together in a distributed workforce. Designed to easily equip small meeting rooms, the bar offers an exceptional audio-visual through eight microphone arrays with echo and noise cancellation, 15-Watt stereo speakers and an integrated high-resolution camera with wide field of view.

There is no one-size-fits-all solution when adjusting to hybrid work. It is critical for IT leaders to reassess their technologies and best practices to ensure all participants have an equal opportunity to collaborate, share ideas and influence decisions. Companies focused on a successful ‘return to work’ plan must implement customizable technologies to make sure their office setup matches their employees’ needs.

HOW TO SELECT THE OPTIMAL VALUATION TECHNIQUE FOR YOUR STARTUP

Revenue multiples are helpful for both private companies (which lack stock prices) and public companies (for which stock prices are readily available). They’re also beneficial for businesses with low sales because they’re less affected by fluctuations in gross margins and other financial metrics that may fluctuate based on industry trends or economic conditions during the analyzed period.

How To Select The Optimal Valuation Technique For Your Startup
By FMM Contributor, Johnny Dey

Introduction

It is simple to focus on the day-to-day operations of your business when launching a business. You should not spend too much time contemplating the value of your business or the amount you could receive if you sold it. However, valuing your venture is crucial to operating a successful business, as it helps you determine how much capital you need to raise to develop and sustain your business. When it’s time for an investor or potential acquirer to make an offer on your company, valuation is an essential part of the negotiation for the selling price.

The Market Strategy

The market approach is founded on the value of comparable businesses. Therefore, this method is optimal for entrepreneurs with a proven business model or who have already raised capital.

The market approach can be utilized to determine the value of either a startup or an established business. For example, an early-stage company has yet to achieve profitability. As a result, it may not have any revenue. In contrast, a mature company has already achieved profitability. As a result, it generates sufficient cash flow to pay its obligations and reinvest in itself without raising additional capital from investors.

Revenue Multiple

Revenue multiples are a straightforward strategy for valuing a business. The multiple revenue formulae divide a company’s annual revenue by its market capitalization, which is its stock price multiplied by its outstanding shares. For instance, if your company has $1 million in revenue and a comparable company has a market capitalization of $10 million, then your company would be valued at ten times revenue, or $10 million.

Revenue multiples are helpful for both private companies (which lack stock prices) and public companies (for which stock prices are readily available). They’re also beneficial for businesses with low sales because they’re less affected by fluctuations in gross margins and other financial metrics that may fluctuate based on industry trends or economic conditions during the analyzed period.

EBITDA Multiple

Multiples of EBITDA are based on a company’s earnings before interest, taxes, depreciation, and amortization. EBITDA is an excellent indicator of profitability because it is less affected by accounting decisions than net income.

The calculation for this multiple is as follows:
Earnings Before Interest Taxes Depreciation And Amortization (EBITDA) Multiple = (Earnings Before Interest Taxes Depreciation And Amortization) / Enterprise Value

Comparable Organizations Technique

The analogous companies method is the most prevalent method of valuation. It’s founded on the presumption that your venture is a “normal” business, so you can use other comparable companies to determine its value.

This method is very time consuming, as you must identify analogous companies and compare them to yours. In addition, this method needs to account for the risk and ambiguity related to your startup’s business model and product/service offering.

Pricing Strategy

The cost approach is a method of business valuation that compares your company to others in the same industry to determine its worth. This strategy depends on tangible and ethereal assets, such as technology, team, and brand, in addition to the customer base.

Identifying competitors with similar products or services publicly traded on Nasdaq or NYSE MKT is the first step in this process (formerly known as OTC Markets Group). Once you’ve identified analogous companies, you can compare their sales figures to determine whether yours are developing at the same rate or quicker. If they’re growing faster than you, this may indicate that there’s room for expansion in your own business; however, if they’re growing more slowly than you, investors may be able to demand better terms from them when negotiating funding rounds in the future, as they’ll know how much potential value lies within each share of stock sold today compared to tomorrow’s market price once news spreads about how well Q1 earnings season went!

Benefits Of An Asset-Based Strategy

The benefit of an asset-based approach to valuation is that it measures a company’s intrinsic value. This is because it emphasizes assets rather than liabilities. Subtract your liabilities from your assets, then divide the difference by one minus your tax rate to calculate this method (1 – T).

The disadvantage of this method is that it does not account for intangible assets such as goodwill or intellectual property rights; however, these can be factored into any potential sale price through negotiation with potential buyers or sellers during due diligence processes before finalizing the transaction.

The optimal method for valuing your venture depends on the specifics of the situation and its characteristics.

The market approach is the most straightforward and intuitive method for valuing a startup. It is based on the value of comparable companies in the same industry, so it can be used for early-stage companies that do not yet have a significant amount of revenue or earnings (if any). The disadvantage of this method is that it is challenging to locate comparable companies; you will need access to an extensive database of private company financials if you wish to employ this strategy.

Conclusion

The optimal method for valuing your venture depends on the specifics of the situation and its characteristics. If you have significant market potential and wish to transfer your company immediately, you should adopt a market-based strategy. The revenue multiple and EBITDA multiple are useful for valuing established firms. In contrast, the comparable companies method helps value smaller businesses with less complex operations. The cost approach can be used when estimating value based on assets or liabilities alone. In contrast, the asset-based approach is beneficial when evaluating a company’s goodwill value.

TIPS ON COMMUNICATING SUCCESSFULLY WITH YOUR EMPLOYEES

When you are in charge of anything, communication is a crucial aspect of the task, but its relevance increases if you are in a leadership role regarding employees. The method in which you interact with your employees may have a substantial impact on how they feel about their jobs and the quality of work they do. You want them to feel heard and appreciated.

Tips on Communicating Successfully With Your Employees

Introduction

When you are in charge of anything, communication is a crucial aspect of the task, but its relevance increases if you are in a leadership role regarding employees. The method in which you interact with your employees may have a substantial impact on how they feel about their jobs and the quality of work they do. You want them to feel heard and appreciated. You also want them to feel free to make mistakes without fear of censure or punishment. However, accountability for their actions should not be overshadowed by communicating in such a way that they are not aware of a mistake. It’s how you use the mistake to improve that count. This is why it is crucial to know how to communicate most effectively with them: you want them to feel heard and appreciated, but you also want them to feel comfortable speaking freely without fear of making a mistake.

Set The Tone

Set the tone by being a good example for people to follow. As your employees will mirror your behavior and emulate how you deal with them if you set a good example, it is crucial that you courteously communicate with them.

Preserve coherence to establish a tone. Ensure that every team member is aware of the expected behaviors while communicating with one another, whether through email or in-person meetings; then adhere to these standards in all of your communications. The use of proper words is critical to maintaining clear and professional communication, particularly in a workplace environment.

When dealing with employee disputes, you should set the tone by being kind and impartial (and even between managers). When there is a dispute between two individuals or teams at work, you shouldn’t let it develop into a full-scale conflict; instead, you should attempt to resolve the issue amicably before involving higher-ups if necessary. If you allow the situation to grow into a full-scale battle, you will only make matters worse.

Communicate In Person

Unquestionably, emailing your workers is an excellent way to stay in contact with them. Face-to-face engagement, on the other hand, cannot be compared to any other kind of communication in terms of delivering crucial information and managing workers’ emotions. When you are face-to-face with your employees, you can read their body language and assess how they respond to your words, and vice versa. You can also convey the tone of voice and facial expressions, which is far more complicated (or impossible), through email.

Due to recent improvements in videoconferencing technology, it is now possible for individuals on opposite sides of the globe who have yet to meet to want or need something from each other (such as comments on performance appraisals) to connect.

Ask Questions, Not Statements.

Ask open-ended inquiries. This can help you better comprehend the employee’s perspective and encourage them to respond more thoughtfully.
People sometimes do not like it when you answer a question with a question, but do it anyway. It conveys an interest in what the other person is attempting to communicate and your desire to truly understand them.

Whenever feasible, you should avoid asking yes/no questions and making “if/then” statements since these queries tend to be too binary for most situations. Instead, you should ask yourself: what else could this person possibly be thinking? What would be different from their vantage point? And what reaction would I get if I told them this?

People Should Be Allowed To Speak Openly

While communicating with your workers, you must allow them to express themselves freely. As a leader, it is crucial that you listen to what people have to say without interrupting or casting judgment on what they say. It is preferable to ask questions when something does not make sense rather than make assumptions or speculations.

It would be best to allow them space to express themselves without feeling compelled by your emotions interfering with the dialogue. For example, when a team member makes a mistake, you may feel angry or frustrated. Nevertheless, it would be best to refrain from responding emotionally since doing so will only exacerbate the problem and distract your teammates from what matters most: how effectively they execute their job.

Practice being an attentive listener (and observer)

The single most important thing you can do as a leader is to listen to the input supplied by your workers. You may decide not to execute on the suggestion, but at least it should be heard and considered

Listen to what they have to say and observe their behavior, not just in the workplace but also in other contexts. This entails studying closely how folks interact in person and through technological means such as email and text messages. You may find that some of your best ideas come from observing patterns of behavior that have not been explicitly brought up but are nonetheless significant (for instance, an employee may always respond to questions about a project with “I’m on it!”; this could indicate that she needs additional direction). Conversely, you may also discover that some of your finest ideas result from recognizing patterns of conduct that have not been expressly mentioned but are nevertheless significant.

Don’t Allow Job Titles To Distract You.

Keep job titles and responsibilities from distracting you throughout the recruitment process. Instead, please focus on the person, their achievements, and degree of competence. Focus on what they can do for your company and how they can help you achieve your goals.

It is easy to fall into the trap of focusing on resumes instead of people when filling a job quickly; this is particularly crucial for recruiting managers with limited resources and time restrictions. This is particularly critical when recruiting managers have limited money and time. Yet suppose everyone concentrates on credentials instead of personalities and character qualities. In that case, it becomes hard for candidates with tremendous potential but insufficient experience to distinguish themselves from others with more relevant expertise but less overall potential. This is because qualifications are objective, but personality characteristics and character traits are subjective (for example: if one person has worked as an assistant manager while another has worked as an entry-level employee).

Clear Communication Is King

One of the essential components of being a great leader is the ability to communicate with others, yet this can be challenging. Please remember that communication is a two-way street; if you want to get the most out of it with your employees, you must be open and honest.

Listening to what they are saying is crucial, so try asking questions such as “What do you think?” or “Can you give me some examples?” Listening more than speaking makes individuals feel more comfortable opening up about sensitive topics. Again, it is essential that you pay close attention to what they are saying. Consider asking, “What do you think?” or “Can you provide some examples?”

Not only does having clear expectations facilitate communication, but it also guarantees that everyone is on the same page regarding how they feel about any given issue or event. For instance, if you tell another individual which tasks must be completed by then, there will be a clear understanding when those dates come up again!

Conclusion

It is important to remember that communication is a two-way process. You cannot just lecture your employees; you must listen to what they say, observe their actions, and ask them questions. Doing this well helps employees feel acknowledged and allows them to provide feedback on what they think needs to be addressed at their workplace.

Tips For Employers & Employees – Effective Job Interviews

Photo by Clem Onojeghuo on Unsplash

Suppose you have not decided what to offer someone or are still negotiating with the candidate. In that case, it’s best to provide a range rather than an exact number. This gives candidates an idea of what they could make if hired and shows that you are flexible and willing to negotiate.

Tips For Employers & Employees – Effective Job Interviews
By Johnny Day

Introduction
As a business, you want to hire the best employees you can. You want people with the right skills who can help the company reach its goals and grow. But only some people will be a good fit for your organization. In fact, according to one study, about 25% of new hires fail within their first 18 months on the job. At that rate, hiring five employees who fail in their first 18 months at work with your company is like hiring only three people who succeed in that time!
Offer salary range, not a specific number.

Offer a salary range, not a specific number.
Suppose you have not decided what to offer someone or are still negotiating with the candidate. In that case, it’s best to provide a range rather than an exact number. This gives candidates an idea of what they could make if hired and shows that you are flexible and willing to negotiate.

Have a plan for the interview before you go in.
Before you go into an interview, you should plan what you want to ask and what kinds of questions the employer will ask you. You should also have your resume and a copy of the job description. Bring a list of references who are willing to be contacted.

When it comes time for your interview, follow these tips:

* Know what you want to ask. The employer may only tell you about some aspects of the job. Instead, they’ll give out one piece at a time during different parts of the interview process to see if candidates are interested in both the work itself and all other aspects related to working there (e.g., pay).

* Have your questions ready so that if something comes up during or after their presentation or tour—like whether there’s room for advancement—then feel free to ask these things without feeling like an outsider who doesn’t belong!
Explain the company culture to candidates.

* Recruiters, managers, and executives should explain the company culture to candidates. Because culture is a set of values, it’s essential to define them early in the process. The goal is to give candidates an understanding of how your organization approaches its work and what being part of that organization means. It may be helpful for recruiters and hiring managers to refer back to this definition when conducting interviews with prospective employees because it can provide a common understanding among team members if they all use the same language when describing their roles within the organization.

Make sure they know what their duties will be.
Clearly outlining the duties of a job is a must. As a manager, it’s your responsibility to ensure that employees know their position and how a manager will evaluate them. If you’re hiring someone who has been doing this type of work for years, you’ll want to take them through orientation so that they know what you expect. If someone just graduated from school with little or no experience in your field, then I recommend taking some time out of their first week on the job to explain things like:
What is expected of them in terms of output and output quality? (This is usually tracked in metrics.)
How do we measure performance? (These measurements may include customer satisfaction surveys.)

Don’t be afraid to ask them to elaborate on their experience and qualifications.
Asking candidates to elaborate on their experience and qualifications is part of the interview process. Still, it’s also an excellent opportunity to learn more about someone’s personality and character. For example, if a candidate has said they have experience in social media marketing, then ask them to describe the last project they worked on from start to finish. On the other hand, if their resume lists specific projects, ask them what kind of work they’ve done in that area before.
If someone has little professional experience (e.g., a high school student looking for a summer internship), then ask them how they’ve approached learning new skills or subjects outside of school-related activities. For example: “Tell me about a time when you had to teach someone else something.”

Give them time to think about it.
Before hiring, ensure the candidate has time to consider it. Suppose they’re ready to sign on right away. In that case, it might mean that they’ve already taken a job elsewhere and are just trying to be polite by pretending otherwise. It’s also crucial that you give them plenty of time so they can ask questions. They probably have some concerns or reservations about joining your company—perhaps even some reservations about working with you—and those issues need to be addressed before anything goes any further. Finally, once someone is hired, their start date must be pretty close to the future. You want them to feel secure and comfortable enough with their decision that they don’t leave for another position before their first day at work; this would lead directly to lousy employee retention rates later down the line!

Tell them about the benefits package.
Benefits are a big part of the job. Make sure you have a good benefits package and your employees know about it. That way, they’ll feel valued by the company and be more likely to stay with you for extended periods.
What kind of benefits do you offer? Do you offer a 401K? Paid time off? Health insurance? These things all play into how willing someone will be to commit their life to your company—so make sure you’re offering them everything they need!

Ask if they have any questions for you.
If you haven’t already, ask your new employee if they have any questions.
Asking what’s on their mind will ensure you can address any concerns they may have about the position.
This is also an excellent time to make sure they are comfortable with the role and explain more about what it entails so that you can determine if this is a good fit for them.

Use these tips to conduct a more effective job interview that will help your company find and retain the best employees it can find When interviewing candidates, it’s important to be prepared with a plan. An effective interview will help your company find and retain its best employees. It’s also important to explain the company culture to candidates during this preparation process. You should also make sure they know their duties for an effective job interview that will help your company find and retain the best employees it can find.

Conclusion
This is a recap of the tips we’ve given above. If you need to decide which ones to use, mix and match them as needed.

MANAGING PART-TIME EMPLOYEE SCHEDULES

Photo by Jessica Lewis on Unsplash

There are several reasons why shift scheduling is a critical part of managing your workforce. For one thing, if you have part-time employees who aren’t able to work every day that you need them, it’s vital that you have some system for organizing their schedules. In addition, consistency will help make things easier for everyone involved.

Managing Part-Time Employee Schedules
By Dom Hemingway

If you’re managing a part-time employee schedule, you know how important it is to be organized and prepared. Managing a part-time employee’s schedule can be tricky because you must keep your team member’s other priorities in mind and ensure that their work hours fit into those priorities accordingly. These priorities may include school, taking care of children or an elderly parent, and another part-time job. It’s essential that your employees can balance multiple aspects of their lives while still working for your company successfully!
Here are a few tips to consider:

Know Your Labor Needs In Advance
First, consider the business’s needs and how many employees you will need to cover the shifts. Next, consider how many shifts you need to cover each week and month (not just in specific time slots). Finally, be sure that all your available times are covered.

An excellent place to start is by creating standard templates for when employees will be working each week (e.g., every Monday afternoon). In addition, these templates should include what shifts are available and any special days off that might change weekly (such as holidays). Once set up, these templates let employees know their schedule via phone or other digital notification so they can plan accordingly!

Use A Scheduling Tool
A scheduling tool can help you organize your employees’ schedules, set up shift swaps, and more. There are numerous scheduling tools used by companies like Google, Red Bull, Spotify, and LinkedIn. Using A Scheduling Tool Is Simple. First, set up templates for days off and specific shifts (like the weekend). Next,use those templates as needed by dragging them onto the calendar view. Templates allow you to see your schedule at a glance so that you don’t have any surprises when it comes time for each person’s next shift. Include Shift Swaps. Shift swaps allow employees to trade shifts with each other. Swapping a shift is a great way to balance work and personal life, prevent burnout, and get the days off you want. If you have an employee self-scheduling system, it will also help avoid turnover by allowing employees to pick their schedules.

Managing Days Off
The first step in creating an employee schedule is to set up templates for each day off. You can do this by setting up a template that applies a specific day off for each employee. If you have more than one part-timer working simultaneously, ensure their days out are consistent, so they don’t conflict. Also, when setting up their days off, consider their work schedule and personal life—not only will this make things easier for them overall, but it’ll also ensure that they can attend family events or plan fun activities outside of work! Finally, if an employee is sick or needs time off during the week, consider how long they’ve been working before approving any requests. This flexibility will help ensure they get enough time away from work while still staying productive at home without having too much downtime.

Let Employees Select Their Shifts
It may be a good idea to allow employees to select their shifts. Self scheduling gives them the freedom to choose when they want to or can work, which can help them be more productive at work and happier overall. Many part-time employees also have multiple jobs and might need a schedule that works with another. For example, let’s say you have an employee who is also a freelance writer; he might need his schedule to include Friday off, so he has time to write articles for other publications. Allowing him to switch shifts with other employees in your organization makes it possible for him (and others) who may need this flexibility to have multiple jobs simultaneously! To ensure your part-time employees are scheduling themselves most efficiently, it’s important to know your needs before you begin.

Employee self-scheduling is a great way to reduce employee turnover and keep employees accountable for their schedules.
Employees pick their shifts based on availability and job needs with self-scheduling. This method also allows you to see how many hours each employee works, which can help you track attendance and make sure they’re adhering to policies regarding overtime or sick days.

Create Weekly Schedules At Least A Week In Advance
The weekly schedule prepared in advance is the best way to track employee hours and manage payroll. It also helps you plan by clearly showing the shifts to be covered according to sales and other projects.
Employees can quickly see how much time off they have next week, making planning life events easier (and more likely).
Managers can see what projects are due around the same time or when an employee will be out sick or on vacation. They can also use this information to choose who should help cover each other’s shifts if someone suddenly needs time off unexpectedly.

A Consistent Scheduling Process Is Critical
There are several reasons why shift scheduling is a critical part of managing your workforce. For one thing, if you have part-time employees who aren’t able to work every day that you need them, it’s vital that you have some system for organizing their schedules. In addition,consistency will help make things easier for everyone involved. For example, employees can plan their personal life around this schedule. In addition, employers can ensure that they always have enough employees working during each shift.You will also be in a better position to manage labor costs by scheduling team members in advance and according to projected sales for the week.

Additionally, if your company has full-time employees with varying schedules—such as those on-call or night shifts—it’s important to keep track of how many people you schedule during any given time. For example, suppose one employee misses two days in a row due to illness. In that case, it might be necessary for another coworker with flexible hours to cover those shifts instead, so nothing falls through the cracks!

Conclusion
Finally, an organized schedule will make things easier for everyone involved in ensuring there aren’t any scheduling conflicts within teams or departments because everything has been planned out ahead of time rather than being handled on an ad hoc basis.”

When managing part-time employees, it’s essential to consider their needs in advance. After all, they’ll be working with you regularly. Hence, you want them to feel comfortable and empowered in their work environment.

LEAD GENERATION IN FRANCHISE & B2B SALES

So how can you be sure your sales leads are the best they can be? The answer is simple: follow some simple guidelines to ensure that every sales lead you generate will be of the highest quality. It would be best if you hired experienced and reliable third-party companies — that specialize in developing quality sales leads.

Lead Generation in Franchise and B2B Sales
By Gary Occhiogrosso – Recognized Franchise Expert and Managing Partner at Franchise Growth Solutions.

Introduction

Lead generation is an essential part of any business’s marketing efforts. If you are marketing a franchise or business opportunity, lead generation is probably a top priority. So how can you be sure your sales leads are the best they can be? There are many factors to consider when choosing where to advertise your franchise opportunity. You want to generate enough leads so that your sales reps have enough prospects to call on each day. The key is having enough quality prospects to follow up with once they’ve been contacted by the sales rep for an appointment or demonstration.

If you’re marketing a franchise or business opportunity, lead generation is probably a top priority. So how can you be sure your sales leads are the best they can be? The answer is simple: follow some simple guidelines to ensure that every sales lead you generate will be of the highest quality. It would be best if you hired experienced and reliable third-party companies that specialize in developing quality sales leads. These agencies generate high-quality B2B sales leads distributed to companies seeking buyers of franchises and business opportunities, as well as other B2B offers. They often maintain close relationships with key decision-makers at Fortune 500 companies, smaller businesses, and entrepreneurs looking for expansion.

First, evaluate where your leads are coming from and if they are producing results.
Evaluate where your leads are coming from. Are they from a reputable source? Are they producing results?
If you’re using a lead generation platform or software, look at the data and make sure it’s accurate. Are they the right type of leads? The right quantity? The right quality?

Common Lead Gen Sources
The top four ways to generate your sales leads most effectively are via online, print, broadcast and trade publications. Each of these channels has its own strengths and weaknesses, as well as advantages and disadvantages that can help or hinder your business.

The first step in deciding which channel is right for you is determining how much budget you have available to invest in lead generation activities. This can be done by identifying the total number of leads needed each month, then multiplying this number by an average cost per lead (CPL). For example: if you need 100 leads per month and a CPL of $100 per lead, then it will cost $10,000 each month just to generate those prospects! The next step is figuring out what kind of ROI each channel provides on investment (ROI). For example: if one type of channel gives a 10% return on investment but another gives an 80% return on investment – which would you choose?

Finally comes the question about which specific platforms within those channels are best suited for generating potential customers who have the highest probability of converting into clients?

Do your homework. Research the media channels thoroughly before investing in any lead generation campaign.

* Understand the audience you are targeting.

* Understand the purpose of advertising and how it will help your business’ bottom line.

* Understand how much you will pay for a campaign, and whether or not you can find a better deal elsewhere.

Once you have done this research, you should be able to make an informed decision about whether or not advertising is worth your time.

Monitor Results

You’ll need to determine who is responsible for monitoring the ad’s results, what kind of reporting will be provided and how often you should expect it.

For example, if your sales team is responsible for monitoring an advertisement campaign, make sure they understand that they are responsible for tracking responses and providing feedback on which ads have worked best (or worst). If you’ve entered into an agreement with a third-party provider that handles all advertising, request regular reports from them so that you can track how well your various campaigns are performing.

Lead Providers – Questions and Due Diligence

* Ask about other clients who have purchased advertising through the company. Be sure to ask for references.

* Ask about other clients who have purchased advertising through the company.

* Be sure to ask for references and testimonials, as well.

* Ask for case studies of work done with clients like yours in the past, as well as feedback from those same clients on their experiences with your prospective supplier or agency partner’s services/products/programs/etc.. (Note: case studies should be written by actual customers; testimonials may be written by either customers or employees).

* Request a list of all current clients so you can check them out on social media (Facebook, LinkedIn) and see what they are saying about the organization(s) they work with most often—and perhaps even reach out directly via social media channels such as Twitter or Instagram if you feel comfortable doing so!

The Heart of the Matter

Sales leads are at the heart of any lead generation campaign so it’s important to choose them carefully. Sales leads are people who have expressed interest in your products or services but haven’t yet made a purchase. They may be considering a purchase now, or they might wait until a later date. Sales leads can come from many places: online ads and search engine optimization (SEO) efforts are two key sources, but you’ll also find them by visiting trade shows and conferences that target your ideal customer base. Lead generation experts recommend using multiple methods in tandem when developing an effective sales strategy because each one has its own strengths and weaknesses—and no one method works best for every industry!

Conclusion
We’ve covered much ground in this post. Follow these tips, create a plan and execute. Lead Gen is a critical component of your successful sales program. For more information on accelerating your franchise sales contact Franchise Growth Solutions, and let’s start the conversation.