GROWING YOUR SYSTEM
Challenge
the pros
“WHAT ROLE DOES YOUR BRAND’S CULTURE
PLAY IN YOUR RECRUITMENT AND
DEVELOPMENT PROCESS?”
when this is not true, and we have had
to decline franchising with certain prospects, but that is what keeps our culture
unified and consistent. Our main goal is
to find partners who fit our system and
can grow with us. We don’t want to just
quickly sell franchises to collect franchise
fees because that ultimately leads to operators who are not a good fit with our
brand or culture. This multi-step interview process ensures that we are doing a
proper job selecting franchisees who are
a good fit for Pancheros.
Gary Matusiak
VP of Franchise Development
Pancheros Mexican Grill
At Pancheros, interviewing prospective
franchisees who fit within our brand’s
culture is a lot like dating. During the
process, we conduct multiple calls with
a potential franchisee to ask questions,
gauge whether they would be a fit for
our brand, answer any questions they
have, and build a rapport with them. We
listen for the prospective franchisee’s key
priorities and principles, which are indicative of whether they would be a good fit
within our culture.
After we get to know the prospective operator, we invite them to attend
a discovery day to meet our team and
learn more about the Pancheros brand
and culture. This process is a bit more
of an extensive interview with office staff
and our executive team. This is a chance
for us to really affirm whether or not we
feel these franchisees would be a good
fit for Pancheros. After discovery day, if
we are still interested in pursuing these
franchisees, the next steps would be to
gather necessary information and execute
a development agreement. However, as
with any other business, there are times
Teddy Lester
VP of Brand Development
Woodhouse Day Spa
Every organization has a culture. Often
in business, that culture is developed
as team members watch the actions of
their leaders and see which behaviors
are rewarded and which are not. At the
Woodhouse Day Spa, we believe the best
cultures are intentionally built, and it is
something that we strive for on a daily
basis. Building an intentional culture
takes a lot of hard work, and the leaders
must be focused on sharing the vision
of where the organization is going and
how the team plays a role in the journey.
The Woodhouse culture is a fun, family-oriented, hospitable, and welcoming
culture built on trust, results, action, and
a genuine passion for making a difference
in the lives of our corporate team members, franchise partners, guests, and spa
team members.
Culture is the very first thing we look
at in both the development process of
signing new franchise agreements and
the recruitment process in our corporate
“We genuinely
believe that for
a company to
succeed, its leaders
must put culture
above all.”
office and within individual spa locations.
This is determined by asking an assortment of questions, for example:
• Does this person want to transform lives?
• Is this person here for more than
business and money?
• Does this person have a positive attitude, passion, and a willingness to learn?
The last question is the most important, as Woodhouse hires by character
and trains the necessary skill set. We
offer extensive training programs with
streamlined processes and tools to train
new employees and franchise partners, but
the person must have the willingness and
want to learn in the first place.
At Woodhouse, culture is everything.
It is both the foundation for the way we
run our business and a large reason for
the brand’s success. We genuinely believe
that for a company to succeed, its leaders
must put culture above all. n
Franchiseupdate I S S U E I , 2015
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