Running a franchise is more than following a proven business model — it’s about building a team that delivers your brand promise every single day. The right people don’t just fill shifts, they fuel your customer experience, protect your reputation and drive your profits.
But let’s be honest, finding, hiring and keeping great employees can feel like a never-ending challenge. The average turnover rate in many service-based franchises is above the national average for other industries. The good news? With the right strategies, you can turn staffing into one of your franchise’s biggest competitive advantages.
We’ll walk you through a practical, expert-backed guide to finding, hiring, onboarding and retaining the right team members who will contribute to your success.
Step one: Finding and hiring the right people
Define your ideal fit
Before you post a job listing, know exactly who you’re looking for. Build a “candidate persona” for each role, outlining:
- Skills and experience needed
- Personality traits that mesh with your brand culture
- Non-negotiables (i.e., schedule flexibility, customer service skills)
This isn’t about chasing a unicorn employee — it’s about clarity. The better you define “great fit,” the faster you’ll spot them in the applicant pool.
Pro tip: Let AI help you translate your ideal candidate into a compelling job listing.
You can use tools like ChatGPT, Jasper or Copy.ai to draft role descriptions that are both accurate and engaging.
- Feed AI your candidate persona
- Example prompt: “Write a friendly yet professional job ad for a part-time barista who is upbeat, reliable and available on weekends. Include key responsibilities, required experience and a short pitch about our positive work culture.”
- Example prompt: “Write a friendly yet professional job ad for a part-time barista who is upbeat, reliable and available on weekends. Include key responsibilities, required experience and a short pitch about our positive work culture.”
- Customize for tone and culture
- Ask AI to reflect your brand’s personality — whether that’s energetic, family-friendly or high-end service.
- Ask AI to reflect your brand’s personality — whether that’s energetic, family-friendly or high-end service.
- Make it bias-aware
- AI can suggest inclusive language, so you avoid unintentionally narrowing your applicant pool. For example, replacing “waitress” with “server” or “he/she” with “they.”
- AI can suggest inclusive language, so you avoid unintentionally narrowing your applicant pool. For example, replacing “waitress” with “server” or “he/she” with “they.”
- Optimize for job boards
- Have AI suggest keywords job seekers might use (“fast casual dining,” “retail associate,” “flexible shifts”) to help your posting appear in more searches.
- Have AI suggest keywords job seekers might use (“fast casual dining,” “retail associate,” “flexible shifts”) to help your posting appear in more searches.
- Always review and humanize
- Use AI as your starting point, then tweak for accuracy and authenticity. You know your franchise and team culture best — AI can’t replace that personal insight.
Cast a wide, smart net
Don’t rely on a single hiring source. Instead, look for candidates using a variety of outlets.
- Local job boards: Indeed, Craigslist, and college career sites
- Social media: LinkedIn, Facebook community groups and TikTok job ads can reach motivated younger talent
- Referrals: Hires from referrals are more likely to stay long-term
- Partnerships with training programs: Culinary schools, cosmetology programs, trade schools, etc.
Use your franchisor’s resources
Many franchisors offer recruitment toolkits and branded job ads. These save time, keep branding consistent and often help reduce turnover. If you’re not using these tools, you’re leaving free value on the table.
Be transparent from the start
High turnover often starts with mismatched expectations. Give applicants a realistic job preview — the good, the challenging and the deal-breakers. Clear expectations help filter out those who won’t stick around.
Step two: Onboarding that actually works
Here’s where most hirers drop the ball — and it costs them. Only 12% of employees say their onboarding experience was great, but retention can improve by up to 82% with a strong onboarding program.
Here’s how to make your onboarding process work for you and your employees.
Make it structured — and human
- Day one should be welcoming, not overwhelming
- Have a clear plan for their first week
- Blend role training with introductions to the team
- Celebrate small wins early to boost confidence
Clarify roles and expectations
Around 23% of employees who quit within six months say they might have stayed if they had clearer guidance on responsibilities. Make sure new hires leave their first week knowing:
- What’s expected of them
- How success will be measured
- Who to go to for questions
Build relationships from day one
Assign a “buddy” or mentor for each new hire. This builds belonging and gives them a go-to person for questions they might be hesitant to ask. According to Preppio’s research, 70% of the new-hire experience is shaped by their manager’s support.
Space out training
Rushing through onboarding in one to two days is common (25% of employers do it), but it’s not effective. Spread training over several weeks to avoid information overload, especially since 81% of new hires feel overwhelmed during onboarding.
Step three: Retaining your best people
Hiring is expensive. Replacing an employee can cost 50–200% of their annual salary. Here’s how to make your franchise a place where good employees want to stay.
Build a positive culture
Your culture is your retention superpower. Recognize achievements, encourage teamwork and keep communication open. In franchise systems, culture is consistently linked to lower turnover and higher performance.
Create growth opportunities
One of the top reasons employees leave? No career path. Offer your employees:
- Cross-training in different roles
- Certifications or skill-based training
- Opportunities for promotion
Recognize and reward
Studies show reward programs can reduce turnover by about 31%. It doesn’t have to be expensive, shoutouts in meetings, gift cards or “employee of the month” recognition can go a long way.
Offer flexibility where you can
Flexible work options can reduce turnover by up to 50%. Even in shift-based work, flexibility matters. Allow shift swaps, give more control over schedules and be accommodating to personal needs.
Listen to your team
Regular feedback loops, such as anonymous surveys or one-on-one check-ins, help employees feel heard and valued. When employees have a voice, they’re more likely to stay engaged.
Thinking about becoming a franchise owner?
If you’re reading this, and you’re not yet running a franchise — but you’re intrigued — this is exactly the kind of expert guidance that comes with choosing the right franchise and partner.
At Franchise Sidekick, we help aspiring owners find franchise opportunities that fit their goals, personality and lifestyle. We walk with you every step of the way, from your first question to your first hire.
Schedule a call with one of our advisors and let’s explore your options with simplicity, safety and clear guidance.
