Franchisors, dealing with franchisees’ maternity leave doesn’t have to be a nightmare. Here are some practical pointers to getting through the pregnant pause.
Managing a better work life balance is a major contributor to franchisee satisfaction and one of the key reasons they generally go into business in the first place. Allowing for maternity leave or extended leave is part of this balance and something many franchises will need to accommodate. As a franchisor of a female dominated industry I know this all too well, and as a result there are a number of factors franchisors should keep in mind to make the process for all parties as smooth as possible.
1. Positivity is expected
The franchising catch cry is it’s about being in business for yourself, not by yourself, and when a franchisee wants maternity leave or extended leave this is the first thing they refer to. They are putting one of their key drivers for entering business, to find better work/life balance, to the ultimate test. Your initial response will help set the tone for how the franchisee copes with the planning process, so be reassuring and supportive but also realistic.
2. Ensure the franchisee understands their commitment
Be sure that your franchisee is 100 percent clear on which responsibilities lie where. While the company is always available for support, it is the franchisee’s responsibility to prepare the business, and will continue to be their responsibility while on leave.
Help your franchisee prepare by providing them with a checklist to complete prior to taking leave. Also prepare them for the fact that no matter how well they prepare taking extended leave will probably involve some sacrifices in terms of income. They need to be aware that while they will be taking time away from the business they are still a business owner and will need to maintain some focus on the business.
3. Engage the local franchise community
Your best tools when one franchisee goes on leave are the franchisees in the territories close by. While the manager should be capable of the day to day running of the business, it is invaluable to have a franchisee, especially one that has experienced maternity leave or extended leave who they can turn to in times of need.
When a franchisee comes to you and lets you know that they’re going on extended leave, it might be worth encouraging them to set up a meeting with the person who will be managing the business in their absence, a few of the surrounding franchisees and the business managers and trainers in order to allow everybody to get familiar with each other, discuss practises and to determine what all parties might be willing/able to assist with.
4. Resourcing
While your franchisee is on leave, you will need to allocate extra resources and time from your field staff to accommodate the required planning phase and you will also need to check in more frequently with the support team. It is especially important to maintain extra attention around fulfilling the business plan and monitoring KPIs.
It is also worth keeping in mind that the remaining staff may be under-skilled in some areas of business management and may need extra training in order to manage the business effectively in the franchisees absence.
At Ella Bach all marketing and ongoing training is provided to franchisees at the cost of their original upfront franchise, marketing and training fee, but depending on the company your franchisee may have to budget this extra training in the event there are no existing programs on offer.
5. Stay in touch
Once your franchisee is on maternity leave or extended leave, make sure you stay in contact with them and keep up with their progress. Ensuring a franchisee feels valued and supported will strengthen the relationship with the franchisor, and will encourage them to return to the business as soon as they are comfortably able to, which is necessary for the long-term success of the business.
It is also important that you regularly touch base with the area business managers and the staff who are managing the franchise throughout the franchisees absence to ensure that they are coping with the extra work load.