1851

In 2022, the U.S. Surgeon General&nbsp;<a href="https://www.linkedin.com/in/drvivekmurthy/?utm_source=1851franchise.com&utm_medium=article&utm_campaign=employee-mental-health-investing-2726110" target="_blank" rel="nofollow">Vivek Murthy</a> released a framework document entitled “<a href="https://www.hhs.gov/sites/default/files/workplace-mental-health-well-being.pdf?utm_source=1851franchise.com&utm_medium=article&utm_campaign=employee-mental-health-investing-2726110" target="_blank" rel="nofollow">Workplace Mental Health and Well-Being</a>” in which he specifically called out the issues of heavy workloads, limited autonomy, unpredictable schedules, low wages and long work hours. Vivek claimed that these stressors weren’t simply contributing to the national labor shortage but were, in fact, causing widespread feelings of anxiety and depression among workers.&nbsp;Prioritizing employee mental health in the workplace is more than a moral obligation; it’s a long-term strategy that will ultimately drive the success of your business.<a href="https://www.linkedin.com/in/kylecromerelliott/?utm_source=1851franchise.com&utm_medium=article&utm_campaign=employee-mental-health-investing-2726110" target="_blank" rel="nofollow">Dr. Kyle Elliott</a> is a tech career coach in Silicon Valley and founder of&nbsp;<a href="https://caffeinatedkyle.com/?utm_source=1851franchise.com&utm_medium=article&utm_campaign=employee-mental-health-investing-2726110" target="_blank" rel="nofollow">Kyle Elliott Consulting</a>. He also lives daily with generalized anxiety disorder, OCD, PTSD and panic disorder, which has given him some unique insights into the issue of mental health in the workplace. 1851 Franchise recently spoke with Dr. Elliott about the importance of investing in the mental health of your employees.<h3>Understanding the Importance of Employee Mental Health</h3>Today’s business environment tends to be fast-paced and competitive, which can lead to unprecedented levels of stress and burnout in employees. And while these challenges do impact the individual well-being of your employees, they also have more far-reaching consequences:<h4>1. Impact on Productivity</h4>“Work doesn’t exist in a vacuum; employees bring their whole selves to work,” Dr. Elliott said. “When employees are doing well mentally, they’re likely to perform better. However, when employees are mentally unwell, their work quality will likely diminish.”<a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10426174/?utm_source=1851franchise.com&utm_medium=article&utm_campaign=employee-mental-health-investing-2726110" target="_blank" rel="nofollow">Research</a>&nbsp;<a href="https://www.shrm.org/topics-tools/news/benefits-compensation/shrm-research-work-negatively-impacting-employees-mental-health?utm_source=1851franchise.com&utm_medium=article&utm_campaign=employee-mental-health-investing-2726110" target="_blank" rel="nofollow">consistently</a>&nbsp;<a href="https://www.mhanational.org/2023-workplace-wellness-research?utm_source=1851franchise.com&utm_medium=article&utm_campaign=employee-mental-health-investing-2726110" target="_blank" rel="nofollow">demonstrates</a> that mental health issues, such as stress and anxiety, can significantly impair cognitive function, decision-making abilities and overall productivity. Employees struggling with mental health concerns may experience difficulty concentrating and effectively managing their workload.“Worker productivity can significantly decline when employees don’t receive the mental health support and resources they need from their organization,” Dr. Elliott said. “Attending to the mental health of employees is a benefit for both workers&nbsp;and&nbsp;companies. Companies that prioritize worker mental health not only have happier, healthier employees, but also more productive workforces.”<h4>2. Effect on Employee Engagement and Retention</h4>A workplace culture that prioritizes employee mental health fosters higher levels of engagement, and job satisfaction. Conversely, neglecting mental health can lead to increased absenteeism and turnover rates, resulting in significant costs for recruitment, training and productivity losses.“I expect the costs associated with absenteeism will rise as employees continue to struggle with stress and burnout,” Dr. Elliott said. “It’s important that people get more comfortable talking about mental health in the workplace … Remember that it costs much less to retain an employee than it does to replace them because of burnout or an unsupportive work environment.”<h4>3. Reputation and Brand Perception</h4>Organizations that demonstrate a genuine commitment to employee well-being enhance their reputation as employers of choice. A positive workplace culture that values mental health attracts top talent and enhances brand perception among customers and other stakeholders.“Investing in the mental health of your employees pays dividends,” Dr. Elliott explained. “Top talent, particularly those who belong to the younger generations, often look for organizations that value and prioritize mental health.”Dr. Elliott specified that these efforts need to be sincere and he advised against using the issue of employee mental health as a cynical branding ploy. “These employees are clever and able to discern between organizations that are truly walking the walk and those that are simply investing in good employer branding,” he said. “If your company is not ready to do the important, yet difficult, work of prioritizing worker mental health, please do not advertise as such, as you are doing both yourself and your employees a disservice.”<h3>Strategies for Investing in Employee Mental Health</h3>Now that we understand the importance of prioritizing employee mental health, let's explore actionable strategies for integrating some mental health initiatives into your organization.<h4>1. Provide Accessible Resources and Support Services</h4>Employee Assistance Programs (EAPs): Offer confidential counseling, crisis intervention and referral services to support any employees who may be facing personal or work-related challenges.Mental Health Education and Training: Provide comprehensive training on stress management and mental health awareness to equip your employees with the knowledge and skills to navigate challenges effectively.Wellness Initiatives: Implement wellness programs that promote physical activity, mindfulness practices and work-life balance to support the overall well-being of your employees.“Many companies educate new hires on their EAPs when they’re getting onboarded,” Dr. Elliott said. “However, onboarding is a stressful time for employees because a lot of information is being thrown their way. You must regularly educate employees on your available resources and support services if you want people to utilize them.”<h4>2. Promote a Culture of Psychological Safety and Support</h4>Open Communication Channels: Create opportunities for your employees to discuss mental health openly and without fear of judgment. Encourage your managers to initiate regular check-ins to assess well-being and offer support to members of their teams.Normalize Help-Seeking Behaviors: Challenge the stigma surrounding mental health by normalizing help-seeking behaviors and emphasizing the importance of seeking support when needed.“Mental health storytelling is a powerful resource to reduce the stigma associated with help-seeking behaviors,” Dr. Elliott said. “While I never recommend that leaders self-disclose a mental health condition before they feel 100% ready, doing so can encourage others to access help for themselves.”Leadership Buy-In and Role Modeling: Demonstrate visible leadership support for mental health initiatives by participating in wellness activities, prioritizing self-care and advocating for mental health awareness.“Leaders should also model taking care of themselves holistically,” Dr. Elliott said, “which includes taking breaks throughout the workday, not working outside normal hours unless it’s a true emergency, and using their allotted [paid time off].”<h4>3. Flexible Work Arrangements and Policies</h4>Remote Work Options: Offer flexibility in work arrangements, including remote work options and flexible scheduling, to accommodate the diverse needs of your employees and promote work-life balance.“Providing employees the option to work remotely allows for more accessibility, particularly for those employees living with mental health conditions,” Dr. Elliott said.Paid Time Off (PTO) Policies: Encourage your employees to utilize their PTO for rest and rejuvenation. Implement policies that discourage excessive overtime and promote a healthy work-life integration.Dr. Elliott advised reviewing your company’s current PTO policy to determine if it is unnecessarily restrictive, laborious or even inaccessible for last-minute needs. “Many employees with mental health conditions often can’t plan their time off in advance,” he explained. “Aim to create a PTO policy that is flexible and easy to use.”<h4>4. Performance Evaluation and Feedback</h4>Mental Health Metrics: Integrate mental health metrics into performance evaluations to assess your employees’ well-being, job satisfaction and engagement levels.“Like anything in business, what gets measured gets improved,” Dr. Elliott said, “and this also applies to employee mental health.”Feedback Mechanisms: Solicit feedback from your employees regarding their experiences with mental health initiatives and workplace culture. Use this feedback to direct continuous improvement efforts and refine your strategies accordingly.“Frontline employees living with mental health conditions&nbsp;must&nbsp;be involved in the decision-making processes,” Dr. Elliott said. “You cannot implement this work effectively without including those with lived experience, period. At the same time, this work must have the attention, support and dollars of your executive team.”<h3>A Mentally Healthy Workforce Is Good for Employees&nbsp;and&nbsp;for Business</h3>Investing in employee mental health isn't just a moral imperative — it's a strategic business decision that pays dividends in terms of productivity and engagement. By prioritizing mental health initiatives and creating a supportive workplace culture, businesses can foster a happier, healthier and more productive workforce.&nbsp;Remember, a mentally healthy workforce isn't just good for employees — it's good for business too. So, let's prioritize employee mental health and build workplaces where everyone can thrive.For more info on employee mental health issues and initiatives, check out these related articles on 1851 Franchise:<ul><li><a href="https://1851franchise.com/franchisee-mental-health-coping-with-stress-and-burnout-in-the-high-pressure-world-of-franchising-2722110#most-recent-stories">Franchisee Mental Health: Coping with Stress and Burnout in the High-Pressure World of Franchising</a></li><li><a href="https://1851franchise.com/starbucks-wants-to-ensure-its-employees-are-in-the-right-headspace-2712001#most-recent-stories">Starbucks Wants To Ensure Its Employees Are In The Right ‘Headspace’</a></li><li><a href="https://1851franchise.com/the-four-day-workweek-could-seriously-increase-employee-retention-2711524#most-recent-stories">The Four Day Workweek Could Seriously Increase Employee Retention</a></li><li><a href="https://1851franchise.com/chipotle-extends-benefits-to-provide-mental-health-care-2711501#most-recent-stories">Chipotle Extends Benefits to Provide Mental Health Care</a></li></ul>

Employee Mental Health - Investing in Your Employee's Mental Health - 1851 Franchise

Employee Mental Health: Workplace Strategies and Initiatives

1851 Franchise

Workplace stress, anxiety and burnout are epidemic in today’s fast-paced and competitive business environment, but these strategies can help business owners deal with the ongoing issue of employee mental health.

Investing in Your Employees’ Mental Health

employee-mental-health-investing

Escapology

Escapology Leads the Consolidation of a Multi-Billion-Dollar Entertainment Industry

escape-room-franchise

Dog Training Elite

New Year, New Dog: Turning Problem Behaviors Into Positive Habits With Dog Training Elite

new-year-new-dog-dog-training-elite-chuck-klingsick-kansas-city

United Water Restoration Group

United Water Restoration Group franchise, UWRG franchise

What It Takes to Succeed: Top Qualities United Water Restoration Group Looks for in Franchise Owners

united-water-restoration-franchise-success-franchise-owner-qualities

Comfort Keepers

Comfort Keepers® Targets Miami for New Franchise Growth as Demand for Senior Care Services Surges

comfort-keepers-miami-florida-franchise-growth

Comfort Keepers® Named Among the Top Franchises in Entrepreneur’s Franchise 500 Ranking

comfort-keepers-2026-franchise-500-ranking

Buying a Franchise Masterclass

 Franchise Opportunities

Get Support Buying a Franchise

How to Buy a Franchise White Paper

How to Buy a Franchise

How to Sell Franchises

How to Grow a Franchise

Find a Franchise Supplier

1851 Franchise Opportunities

Franchisor News

Franchisor Power Rankings

FranCamp Mastermind Summit

Franchise Development Website Builder

Franchise Resources

Website Awards

Power Rankings

About 1851

Advertise on 1851

Contact 1851 Editorial

Terms of Use

1851 Login

GROWTH CLUB LOGIN

facebook

instagram

twitter

linkedin

youtube

Authority Brands Closes Out 2025 With Strong Franchise Growth

Authority Brands Closes Out 2025 With Strong Franchise Growth, Building on a Three-Year Acceleration in New Franchise Owners and Territories  

authority-brands-2025-franchise-growth

Buddy's Home Furnishings Acquisition - Skyline Investors - 1851 Franchise

Buddy’s Home Furnishings Deal Signals More Private Equity Interest in Franchise Retail

buddys-home-furnishings-acquisition-skyline-investors-private-equity

WellBiz Brands Acquired by Transom Capital, Backing the Platform’s Next Stage of Expansion

wellbiz-brands-acquired-by-transom-capital-backing-the-platforms-next-stage-of-expansion

Design with American Flag and legislation

IFA: Momentum Grows for American Franchise Act With Problem Solvers Caucus Endorsement

american-franchise-act-problem-solvers-endorsement

Design with person carrying box of office supplies, "Franchise This Way" sign

Mass Layoffs Are Destabilizing the Labor Landscape; Corporate Escapees May Turn to Franchising as Their Next Step

2026-layoffs-corporate-escapee-franchise-opportunities

AI is transforming nearly everything: how we accomplish tasks, how we vent, how we learn, and how we solve problems. But one of the most underestimated shifts is how franchise candidates discover, evaluate, and ultimately choose a franchise opportunity.<h2>The Uncomfortable Truth:</h2>If you — and your brand — are not controlling the narrative, the narrative will control you.That’s exactly what we’re unpacking on Franchising Coffee &amp; Analytics on February 12 at 2 p.m. CST ([<a href="https://streamyard.com/watch/SsKQWqwgBNZY">REGISTER HERE</a>]). And while you’re at it, don’t forget to register for the next FranCamp (<a href="https://1851francamp.com/">1851francamp.com</a>) — real, peer-to-peer franchise growth consulting and planning. (Next stop: New Jersey in June.)In the “olden days” (pre-2015), franchise candidates had limited ways to find opportunities. They went to franchise portals. They attended franchise expos. They read industry media. That exposure introduced brands — and then candidates were largely on their own.My gut says candidates actually moved faster back then. Not because they were more sophisticated — but because they weren’t.<ul><li>Most didn’t know how to read an FDD.</li><li>They didn’t know how to properly compare brands.</li><li>They didn’t understand the depth, incentives, or mechanics of the broker network.</li></ul>So decisions happened with less friction, fewer inputs, and far less “analysis paralysis.”<h2>Then Came the Brokers (and the Blur)</h2>Franchise brokerages already existed — FranNet, FranChoice, and others were doing solid work. They had a steady flow of candidates who needed coaching, structure, and an extra push to get over the finish line.Then the model exploded.Independent brokers entered the market — and many of them were built to sell. Candidates were told they were “coached for free” and that brokers had placed thousands of franchisees.What often wasn’t clearly disclosed was how brokers get paid — and how that compensation can shape recommendations. (Unlike real estate, where commissions are universally understood.)This added another layer of opacity to an already complex decision.<h2>And Now Comes AI (Everything Changes)</h2>AI is about to force a level of transparency the industry hasn’t fully reckoned with yet — legally, operationally, and culturally.The smarter AI gets, the more it will help candidates ask (and answer) questions like:<ul><li>What are the best home service franchises under $100,000?</li><li>Which franchises are actually the most profitable?</li><li>Which ones require the least day-to-day involvement?</li><li>Which brands have availability in my specific market?</li><li>Which franchises have the highest AUVs — and why?</li><li>Who are their real competitors?</li><li>What questions should I ask the franchisor?</li><li>Based on my personality traits, should I buy this franchise?</li></ul>And here’s the part that should make every franchisor pause.<ul><li>AI doesn’t get a commission.</li><li>It doesn’t care who pays whom.</li><li>It doesn’t benefit from steering candidates one way or another.</li><li>Its job is to cut through the BS.</li></ul><h2>So Where Does That Leave Your Brand?</h2>This is the moment where the spotlight turns back on you. Are you doing the basics?<ul><li>Are you clearly answering these questions anywhere?</li><li>Do you have structured, searchable FAQs?</li><li>Is your content actually readable and understandable by AI?</li><li>Are you shaping the answers — or letting others shape them for you?</li></ul>Because whether you like it or not, candidates are already asking AI these questions. The only question is whether your brand shows up in the answers.<h2>What We’ll Cover on Coffee &amp; Analytics on February 12:</h2><ul><li>What franchisors need to understand about AI-driven discovery right now</li><li>How to lift and protect your brand’s AI footprint</li><li>Tactical ways to structure content so your brand is present when candidates search</li><li>Where most brands are already falling behind (and don’t realize it yet)</li></ul><a href="https://streamyard.com/watch/SsKQWqwgBNZY">Register</a> for Franchising Coffee &amp; Analytics — or don’t. Because even if you skip it, competitors won’t. They’ll just ask AI afterward to find it, summarize it, and turn it into an actionable checklist. The difference is whether you’re part of that answer — or not.

AI Will Destroy Your Franchise Learn How To Avoid It

AI Will Destroy Your Franchise - Learn How To Avoid It

ai-will-destroy-your-franchise-learn-how-to-avoid-it

Most franchisors are taught to chase franchise sales. The logic sounds reasonable: more deals mean more revenue, more momentum and more visibility. But the brands that build lasting enterprise value don’t start with sales at all. They start with unit-level profitability.Franchising only works when franchisees are able to build durable, profitable businesses inside each territory. Without that foundation, growth becomes fragile, expensive and difficult to sustain. The most successful franchise brands reverse the traditional mindset and build their entire system around the economics of the unit, not the volume of franchise agreements signed.What follows is a practical framework for founders and franchisors who want to build a system that actually scales.<h2>Step 1: Begin With Franchisee Economics, Not Franchisor Revenue</h2>Franchising is often framed as a way to accelerate growth, but growth without economic alignment quickly creates strain. When franchisees struggle to generate profit, franchisors eventually feel it through support demands, stalled development and weakened brand value.The right starting point is understanding what makes a single franchise location viable, repeatable and profitable. Until that is clear, everything else is guesswork.“You've got to start with the unit economics of your franchisee,”&nbsp;<a href="https://gopreservan.com/">Preservan</a> founder&nbsp;<a href="https://www.linkedin.com/in/tymcbrideokc/">Ty McBride&nbsp;</a>told&nbsp;<a href="https://www.goodsparkfranchise.com/">GoodSpark Franchise Growth Accelerator</a> CEO&nbsp;<a href="http://linkedin.com/in/charles-internicola">Charles Internicola</a> in a recent episode of the&nbsp;<a href="https://www.youtube.com/watch?v=-3yiNoR60-Y">“Building a Franchise Brand”</a> podcast. “Because ultimately, however your model is designed, their success is going to directly affect whether or not you can be successful financially.”When the unit works, the system works. When the unit struggles, no amount of franchise sales can fix it.<h2>Step 2: Identify the Few Metrics That Actually Drive Performance</h2>Unit economics don’t need to be complex to be effective. In most service-based businesses, profitability comes down to a handful of operational realities that can be measured, improved and scaled.For&nbsp;<a href="https://1851franchise.com/preservan/info">Preservan</a>, the model was built around production capacity rather than abstract growth targets. The focus wasn’t on how many franchisees the brand could sell, but how many productive vehicles could realistically operate within a territory and what those vehicles needed to generate in order for the business to work.“We didn’t think about the number of franchisees,” McBride said. “We thought about the number of vehicles.”<h2>Step 3: Stop Treating Franchise Sales as the Business Model</h2>Many emerging franchisors are drawn to the upfront appeal of initial franchise fees. Early on, those fees can feel like validation and momentum. Over time, they become a distraction.Initial fees are not the value of a franchisee. The value lies in what that franchisee can build, sustain and reinvest over time.“The value of your franchisee is not the initial franchise fee,” McBride said. “It is what they are going to produce for you over the long term.”When franchisees are selected based solely on their ability to pay a fee, the system inherits risk. When they are selected based on their capacity to operate and grow a profitable business, the system gains durability.<h2>Step 4: Evaluate Capital and Capacity, Not Just Fit and Interest</h2>Franchise agreements are long-term commitments. Unlike corporate locations, underperforming franchise units can’t simply be shut down when the economics don’t work. That reality raises the stakes on franchisee selection.Successful systems look beyond personality fit and enthusiasm. They assess whether candidates have the capital, leadership ability and operational capacity to grow into the expectations of the model.“If they don’t have that capital and capacity, you’re really losing traction,” McBride said. “You’re not creating enterprise value. You’re creating a detour.”Growth that looks fast in the short term often slows dramatically once undercapitalized units begin to struggle.<h2>Step 5: Build for Enterprise Value, Not Optics</h2>Franchise brands that focus on enterprise value often appear to grow slowly at first. They pass on attractive markets, delay development pushes and invest heavily in franchisee support rather than visibility.Over a longer horizon, those same brands tend to outperform their peers.“You’re not just selling franchises,” Internicola said. “You’re creating enterprise value.”Enterprise value comes from predictable unit performance, strong reporting, stable royalty streams and a system that can support scale without breaking.<h2>Step 6: Know Your Numbers Before You Franchise — Not After</h2>One of the most dangerous gaps in franchising is the absence of a true franchisor pro forma. Many founders enter franchising without ever modeling what the business needs to look like at scale in order to be viable.That includes understanding how many units must perform at what level in order to support staffing, systems, innovation and ongoing franchisee support.“How do you know if that franchise fee’s enough?” McBride said. “How do you know if the royalties are the right number?”<h2>Step 7: Invest in Franchisee Success Before Accelerating Development</h2>Development dollars are finite. Every dollar spent chasing growth is a dollar not spent strengthening the system.Preservan intentionally pulled back on development activity to focus on helping new franchisees succeed through their first full operating cycles. That decision delayed short-term sales but strengthened long-term positioning.“We can go get more franchises, or we can focus on making sure franchisees have kick-ass years,” McBride said.Strong performance eventually becomes the most effective sales tool a franchise system can have.<h2>Step 8: Think in Multi-Year Horizons</h2>Franchising forces founders to shift from short-term operating cycles to long-term system building. Decisions made today often won’t show up in reported results for 12 to 24 months.“I now do things for results in 2027 or 2028,” McBride said.That mindset shift is uncomfortable for operators accustomed to faster feedback loops, but it is essential for building a sustainable franchise brand.<h2>The Rule That Ties It All Together</h2>Every successful franchise system eventually arrives at the same conclusion: speed amplifies whatever foundation you build. If the economics are flawed, growth magnifies the damage. If the economics are sound, growth compounds the value.“First right, then fast,” McBride said.Franchising rewards patience, discipline and economic honesty. The brands that win aren’t the ones that sell the most franchises early. They’re the ones that build systems capable of lasting long after the initial excitement fades.Watch the full podcast above or on&nbsp;<a href="https://www.youtube.com/watch?v=-3yiNoR60-Y">YouTube</a>.For more information on GoodSpark and its services for developing franchises, visit&nbsp;<a href="https://www.goodsparkfranchise.com/.">https://www.goodsparkfranchise.com/.</a>&nbsp;

Why Franchise Growth Breaks When Unit Economics Don’t Work

why-franchise-growth-breaks-when-unit-economics-dont-work

I have often joked that if you go to a franchise conference, all of the Power Point slide presentations are regurgitated from previous years. Why? The foundational elements of franchising have remained the same for a very long time.Sure, there have been movement in the key fountain of leads – portals, brokers, social, PR, etc. – however, strong unit-level economics mixed with a standout service or product and supported by a visionary leadership team has long been the difference between good and great in franchising.I’m joined by Emily Grotkin (<a href="https://www.linkedin.com/in/emily-hulstein/">https://www.linkedin.com/in/emily-hulstein/</a> ), VP of Partner and Client Success at Denamico (<a href="https://www.denamico.com/industries/franchises">https://www.denamico.com/industries/franchises</a>)&nbsp;And don’t forget to register for FranCamp (<a href="https://www.1851francamp.com">1851francamp.com</a>) — real peer-to-peer franchise growth consulting and planning. (Next stop: New Jersey in June).So, now some of the insights (more to be discussed on the Webinar, so make sure you don’t miss it). To prepare these insights I did what I think is the best – listen. I went back through the franchisee profiles/surveys we have done in the last year and extracted some key learnings that can be impactful to your plan for 2026:<ol><li>Podcasts: “Learned of BRAND after seeing CEO on a podcast.” This came up multiple times. And here’s what’s crazy – it wasn’t popularity contest podcasts. Thus, the listenership didn’t matter. All it took was for one listener to become a lead, qualified lead and a deal.</li><li>Webinars: This came up several times, as well – and they were long-lead time leads.&nbsp;</li><li>TikTok: “Looked at TikTok day-in-the-life”. There are two insights in here – the value of TikTok/Reels/Shorts and video in general and, the importance of having content that truly showcases the day-in-the-life. Put the candidate in the shoes of the franchisee. Let them see themselves as being in charge of their own life.&nbsp;</li><li>Gemini/ChatGPT: I went back to last year and didn’t see this mentioned at all. In 2026, it was listed more than 25 times as key in research. What content are you producing that integrates with Ai?</li><li>Four walls: Talking with franchisees and customers first continue to come up. So, what is the owner/operator story within your four walls (not just franchising – but true story) and how quickly are you introducing franchisees on your website and in the email/drips?</li></ol>Want more? Deeper insights were shared.

1851 Franchise Coffee & Analytics graphic with headshot of Nick Powills

What to Implement in 2026 According to 2025 Franchisee Surveys

2026-franchise-growth-strategies

A franchise system’s long-term success begins with a great first impression. That’s why the grand opening process is one of the most critical milestones in a franchisee’s journey. While every brand may approach it differently, one thing remains constant: franchisees can’t do it alone. In Phase 4 of The Ultimate Guide to Franchising Your Business, we explore how franchisors can set their franchisees up for a successful launch with the right mix of structure, support and human connection.<h2>Make Local Connections Early and Often</h2>According to&nbsp;<a href="https://www.linkedin.com/in/megan-oppelt-1629526b">Megan Oppelt</a>, vice president of marketing for&nbsp;<a href="https://slicehousefranchise.com/">Slice House by Tony Gemignani</a>, the best grand opening strategy is rooted in relationships. “One of the simplest and most effective strategies is to make friends with your neighbors,” Oppelt said. “Personally walking around with free samples, introducing yourself, and inviting local businesses and residents to your soft opening or grand opening builds community goodwill and generates early buzz.”Oppelt emphasizes the importance of tapping into the local community.“Restaurant employees often live nearby — if they try the food and have a great experience, they’ll likely return with their families or friends. These early relationships can also offer valuable local insights (like the most active third-party delivery in that area) that you won’t find elsewhere. A strong grand opening starts with strong local connections.”<h2>Build Confidence Through Encouragement and Realism</h2>The days and weeks leading up to the grand opening can feel overwhelming for new franchisees, which is why&nbsp;<a href="https://1851franchise.com/franchisee-franchisor-relationship-2725769">emotional support from the franchisor</a> can be just as important as operational guidance.&nbsp;“I think the most powerful support is taking a moment to reassure the franchisees,” Oppelt said. “The final stretch before opening can feel overwhelming; there’s so much excitement, pressure and last-minute activity.”Reminding franchisees that perfection isn’t the goal can help reduce anxiety and build resilience.&nbsp;“I always make a point to tell franchisees they’re doing a great job and that the grand opening will go just fine,” she said. “It’s important to remind them that no grand opening ever goes 100% perfectly, and that’s completely normal. There will be factors outside their control — like weather, traffic or minor hiccups — and at the end of the day, being able to pivot around those unknown obstacles and make sure the guests and crew have a good day is what matters most.”<h2>Don’t Let the Details Derail the Day</h2>While franchisees focus on the big picture, sometimes the smaller details can actually cause the biggest headaches.&nbsp;“One easily overlooked but common issue is misplacing items shipped in for the grand opening,” Oppelt said. “With so much activity and so many hands involved, things can easily go missing, especially if boxes are opened last-minute or stored inside the restaurant.”To avoid last-minute scrambles, Oppelt offers a practical tip: “I always advise franchisees to open every box as it arrives, inspect the items and place everything in a safe location outside of the restaurant (like their home, office or garage). That way, when opening day comes, they’re not scrambling to find something essential or discovering too late that an item was damaged or never arrived. It’s much easier to get replacement items when an issue is discovered in advance of the opening.”<h2>Set the Stage With Integrated, Hands-On Support</h2>One example of a brand with a successful grand opening strategy is the bakery concept&nbsp;<a href="https://ownaparisbaguette.com/">Paris Baguette</a>. “Cultivating the bakery café experience our guests crave starts when we begin the development process,” said&nbsp;<a href="https://www.linkedin.com/in/brian-egan-4a13432a">Brian Egan</a>, vice president of development for Paris Baguette. “We are committed to making the process as smooth as possible by ensuring franchisees are well-equipped to launch, and we do this by maintaining a robust, integrated support structure.”Each franchisee is assigned a New Café Development Manager (NCDM) as their dedicated point of contact. “This person will be with the franchisee from day one until the café opens, which can be a nine to 10-month process,” Egan said. “We jest that we’re going to become the owner’s best friend, but this approach really does ensure that the franchisee has a dedicated resource throughout the entire process.”The NCDM coordinates with other internal experts using a shared system to track every task, ensuring nothing gets missed, from construction timelines to equipment delivery. “The internal system keeps track of everything so that nothing is late or overlooked,” Egan said.When opening day approaches, Paris Baguette’s New Café Opening Team arrives on-site to provide hands-on training and support. “This team shows up, on average, four days prior to opening, and they stay with the franchisee for seven to 10 days,” Egan said. “During this time, there is someone assigned to every position in the café. There is a trainer working alongside each café employee to provide guidance and in-the-moment support.”Even after the grand opening, support continues. “We also offer post-opening support,” Egan said. “Our approach to supporting franchisees is comprehensive and personalized, offering our owners a significant advantage over would-be competitors.”<h2>Creating a Confident Start for a Lasting Brand</h2>Ultimately, a successful grand opening does more than drive initial traffic — it builds confidence, strengthens operations and sets the tone for the entire experience. “Funneling our energy toward effective communication and timely, accurate support minimizes the challenges associated with the opening process to create the best possible franchisee experience,” Egan said.Franchisors that approach grand openings as an all-in, collaborative effort, one that prioritizes community engagement, operational readiness, and ongoing encouragement, are the ones that set their franchisees on the path to lasting success.<h2>Grand Opening Support — Key Takeaways and Next Steps:</h2><ol><li>Build local relationships before opening.</li><li>Provide a localized pre-opening marketing plan.</li><li>Share market intel and ops guidance.</li><li>Offer emotional support alongside training.</li><li>Celebrate, then sustain momentum with follow-ups.</li></ol>Growing and selling franchises is difficult. No great franchise did it alone. Want to learn more about how 1851 helps franchisors grow their franchises with confidence? Visit&nbsp;<a href="http://www.1851growthclub.com">www.1851growthclub.com</a> and see what we can do for you.

The Ultimate Guide To Franchising Your Business — Phase 4: Launching and Growing — How to Offer Grand Opening Support

the-ultimate-guide-to-franchising-your-business-phase-4-launching-and-growing-how-to-offer-grand-opening-support

How much can franchisees make? It’s a question many prospective owners ask before investing in a franchise. While earnings tend to be driven by variables such as industry, location and general management skills, a proper understanding of the key factors driving profitability can help franchise owners develop expectations that are realistic.&nbsp;Multi-unit franchisee&nbsp;<a href="https://www.linkedin.com/in/mangesh-patel-9368569/">Mangesh Patel</a>, who’s readying the launch of six&nbsp;<a href="https://www.beefobradysfranchise.com/">Beef ‘O’ Brady’s</a> restaurant locations in the Macon, Georgia area, shares insights from his franchising experience.<h2>Understanding Franchise Income</h2>Keeping operational costs in check can have a major impact on overall earnings. Taking a proactive approach to expenses such as food and labor, as well as payroll and scheduling, can help align actual franchise income with general expectations for the business.“I just had a meeting with a couple of people, and they said, ‘You talked about a 25% profit margin, but I’m only doing 12%.’ So, I looked at the figures they sent me,” Patel said. “Their&nbsp;<a href="https://1851franchise.com/calculate-restaurant-franchise-profit-2730476">restaurant</a> food cost was running at 37%, which should be around 30%. The national average is about 32%. If I do things correctly, my average food cost needs to be at or below 30%. And payroll should run around 18%. But many people run 25 to 28%.”So,&nbsp;<a href="https://1851franchise.com/unraveling-franchise-earnings-how-much-can-you-really-make-2723935">how much can franchisees make</a>? Here are five areas to consider.<h2>Practical Tips for Prospective Franchisees</h2><ol><li>Control Costs From Day One:&nbsp;It’s important to monitor payroll, food and supply costs closely. Overstaffing and inefficiencies can quickly reduce profits.</li><li>Plan For The Opening Surge:&nbsp;Traffic within the first few months of opening is likely to be higher. It’s important to adjust staffing and inventory accordingly, and pay close attention to how those levels change as time goes on.</li><li>Invest In Training:&nbsp;Properly trained workers can help reduce waste and improve overall service, which has a direct effect on net income.</li><li>Understand Your Market:&nbsp;Each market is unique and revenue potential will vary depending upon location, demographics and competition.</li><li>Track Metrics Regularly:&nbsp;Food cost percentages, labor ratios and weekly sales data act as key indicators operations may need to be adjusted.</li></ol><h2>What Profitability Really Comes Down To</h2>Patel notes that if franchise owners manage labor and costs properly, it’s not impossible to achieve strong cash flow even in the first year, bucking some franchising trends.So,&nbsp;<a href="https://1851franchise.com/how-much-can-you-make-as-a-franchise-owner-2724761">how much can franchisees make</a>? While results tend to vary, careful planning, disciplined operations and a proactive approach to assessing initial costs are essential. But by grasping and guiding the elements that drive franchise profitability, franchise owners can maximize overall business earnings, scaling a business that’s sustainable financially over the long term.Want to learn more about franchise opportunities on 1851 Franchise? Be sure to visit our&nbsp;<a href="https://1851franchise.com/power-rankings">Power Rankings</a> to read more on brands making moves.

How Much Can Franchisees Make? A Guide for Prospective Franchise Owners

how-much-can-franchisees-make-a-guide-expert-tips

<a href="https://www.chick-fil-a.com/franchise">Chick-fil-A</a> is one of the most recognizable names in the quick-service restaurant industry. With its signature chicken sandwiches, customer-first culture and impressive per-unit sales, the brand is often at the top of the list for entrepreneurs researching restaurant franchises. But if you’re wondering how to buy a franchise with&nbsp;<a href="https://1851franchise.com/the-rise-of-chick-fil-a-americas-number-one-chicken-franchise-2727483#stories">Chick-fil-A</a>, you’ll quickly realize that this opportunity comes with a unique set of requirements — and not everyone qualifies.<h2>Chick-fil-A Franchise Requirements</h2>Chick-fil-A is different from most restaurant franchises because it doesn’t take a large amount of money to get started.&nbsp;<a href="https://1851franchise.com/how-much-does-a-chick-fil-a-franchise-cost-2715278#stories">The franchise fee is $10,000</a>, and applicants don’t need to show a specific net worth or liquid assets. The lower cost, however, comes with a trade-off. The company has one of the toughest application processes in franchising and places strict rules on how the business must be run.To be considered for a Chick-fil-A franchise, applicants need to show that they can legally run a business in the United States and have a solid professional background. The brand generally looks for people with at least five years of work experience and some history of leading teams. A clean financial record is important, too, since anyone with a bankruptcy on file won’t move forward in the process. The $10,000 franchise fee has to come directly from the candidate’s own funds rather than loans or gifts. On top of that, operators are expected to commit to the restaurant full time, which means stepping away from other active business ventures and putting all of their focus into building and leading their Chick-fil-A location.Candidates also need to be fluent in written and spoken English and commit to full-time, hands-on involvement in the restaurant. In fact, Chick-fil-A expects its franchisees to divest from any other active business ventures so that they can focus entirely on operating their location.Meeting these requirements does not guarantee acceptance. Chick-fil-A receives tens of thousands of applications each year but approves only about one percent, making the opportunity one of the most competitive in franchising.<h2>A Hands-On, Operational Model</h2>One thing that makes Chick-fil-A stand out is how it expects its restaurants to be run. Owners can’t just hire managers and step back like in many other franchises. Instead, operators are expected to be hands-on with the daily business.Chick-fil-A also keeps more control over key parts of the operation than most franchisors. The company chooses the location, builds the restaurant and provides the equipment. The operator’s main role is to deliver excellent service and lead a team that meets the brand’s standards.This is not a passive investment or a multi-unit opportunity. Chick-fil-A intentionally limits each franchisee to a single location, ensuring that operators are deeply engaged in leading their restaurant and contributing to the surrounding community. For many, this model is appealing because it emphasizes leadership and culture-building rather than simply financial investment.<h2>Why It Matters</h2>For people thinking about franchising, Chick-fil-A’s requirements show why the brand is both appealing and difficult to get into. The low cost to start, the strong name recognition and the sales numbers make it one of the most appealing restaurant franchises out there, but the rules and competitive selection process make it a tough opportunity to land.On the other hand, the strict operational structure, high profit-sharing arrangement and extremely competitive application process can make it a tough fit for entrepreneurs who want more flexibility or who prefer to run multiple concepts at once.If you are considering how to buy a franchise with Chick-fil-A, it’s important to carefully evaluate whether you align with the brand’s expectations. The operators who tend to do well are the ones who like being in the restaurant every day, working with their team and serving customers. For people who want to be closely involved in one business, the Chick-fil-A model can be both profitable and satisfying.For more info on Chick-fil-A, check out these related stories on 1851 Franchise:<ul><li><a href="https://1851franchise.com/chick-fil-a-takes-the-crown-as-the-nations-premier-chicken-chain-2727486#stories">Chick-fil-A Takes the Crown as the Nation’s Premier Chicken Chain</a></li><li><a href="https://1851franchise.com/the-pros-and-cons-of-owning-a-chick-fil-a-franchise-2725069#stories">The Pros and Cons of Owning a Chick-fil-A Franchise</a></li><li><a href="https://1851franchise.com/chick-fil-a-emerges-as-the-leader-in-the-us-chicken-chain-industry-2727457#stories">Chick-fil-A Emerges as the Leader in the U.S. Chicken Chain Industry</a></li></ul>

Do You Qualify? A Look at the Chick-fil-A Franchise Requirements

do-you-qualify-a-look-at-the-chick-fil-a-franchise-requirements

LAKEWOOD, Colo.&nbsp;—&nbsp;<a href="https://www.weareradianceholdings.com/">Radiance Holdings</a>, the parent company of both&nbsp;<a href="https://www.solafranchising.com/">Sola Salons</a>, the 750-unit salon suites franchise, and&nbsp;<a href="http://ownawoodhouse.com">Woodhouse Spas</a>, the over-90-unit luxury day spa franchise, has appointed franchise veteran&nbsp;<a href="https://www.linkedin.com/in/keith-sizemore-85992074/">Keith Sizemore</a> as its new chief development officer. With extensive experience in the franchise industry, Sizemore will support Radiance Holdings in its next phase of strategic expansion.In his new role, Sizemore will oversee the franchise development strategy for both brands, focusing on filling in key markets for&nbsp;<a href="https://1851franchise.com/sola-salons/info">Sola Salons</a> and accelerating growth for&nbsp;<a href="https://1851franchise.com/woodhouse-spas/info">Woodhouse</a> as it approaches the 100-unit milestone. With consistent momentum in the beauty and wellness sectors and both brands seeing steady growth over recent years, Sizemore joins the brand at a pivotal time for growth.“I’m excited to join Radiance Holdings at such a momentous time in the company’s journey,” Sizemore said. “Sola Salons has built an incredible foundation with 750 locations, and now, we have the opportunity to identify key markets where we can continue strategic growth. At the same time, Woodhouse is perfectly positioned to expand and bring its one-of-a-kind model to new territories nationwide.”Prior to joining Radiance Holdings, Sizemore held leadership roles at Marco’s Pizza and Shipley Do-Nuts, where he identified high-potential markets and supported franchisee growth and success from day one.&nbsp;“Keith’s career trajectory has been impressive, and his expertise in franchise development will be invaluable as we enter this next stage of growth,” said&nbsp;<a href="https://www.linkedin.com/in/benjonessola/">Ben Jones</a>, CEO of Radiance Holdings. “His ability to identify the right markets, attract quality franchisees and drive sustainable growth will be instrumental in achieving our goals.”As Sizemore steps into his new role, the team is focused on key markets for both brands. Sola Salons is targeting expansion in high-potential markets like San Francisco, Los Angeles, Houston and Chicago, while Woodhouse is prioritizing development in major metropolitan areas like Seattle, New York City, Phoenix and Boston. Within these key markets, Radiance is looking to partner with driven, passionate franchisees who are committed to providing an exceptional experience to beauty professionals and guests in their markets and building thriving businesses in the beauty and wellness sectors.ABOUT SOLA SALONS:In 2004, Sola Salons was established with the opening of its first location in Denver, Colorado. Now with 750 locations open in the U.S. and Canada, Sola is proud to offer 22,000+ independent beauty professionals the freedom and benefits of salon ownership without the risk and overhead of opening a traditional salon. Its innovative salon model empowers hairdressers, estheticians, nail techs, massage therapists and other like-minded professionals to take control of their lives and their careers. Sola provides beauty professionals with beautiful, fully-equipped salon studios alongside the support and tools they need to launch their salon business in no time. For more information about Sola Salons, please visit&nbsp;<a href="https://www.solasalonstudios.com/">https://www.solasalonstudios.com/</a>.&nbsp;ABOUT WOODHOUSE SPAS:Woodhouse Spas is a leading luxury spa franchise that offers resort-style spa experiences in local communities. Founded in 2001 in Victoria, Texas, Woodhouse Spas has grown to more than 90 locations across the United States. The brand provides a wide range of services, including massages, facials, body treatments, and nail services, all designed to offer personalized care and enhance wellness. Woodhouse franchise owners benefit from comprehensive support, including training, site selection, construction management, marketing, and operational advice. For more information about Woodhouse Spas, visit&nbsp;<a href="https://www.woodhousespas.com/.">https://www.woodhousespas.com/.</a>&nbsp;

Keith Sizemore headshot, Radiance Holdings

Radiance Holdings Names Keith Sizemore Chief Development Officer

keith-sizemore-radiance-holdings-cdo

Family has always been at the heart of everything for sisters&nbsp;<a href="https://1851franchise.com/griswold-franchise-oklahoma-city-north-manar-landis-maha-zirn-kashoor-2730454">Manar Landis and Maha Zirn-Kashoor,</a> so when they began looking for a new business venture, it only made sense that they’d do it together. Today, the pair are proud&nbsp;<a href="https://griswoldhomecarefranchise.com/">Griswold</a> franchisees, combining their complementary skills and shared compassion to make a difference in the lives of seniors and&nbsp; families in their community. For Zirn-Kashoor and Landis, the decision to go into business together was as natural as their lifelong connection.“The short answer,” Zirn-Kashoor said, “is that it’s always the right time as a family to be together. We were both in the right place to start that one.”Though life had taken them in different directions — with families, careers and homes of their own — the sisters never lost touch. “We were always in contact,” Zirn-Kashoor said. “Almost every year we saw each other. So when the idea of the business came, it was only natural that we were both ready for it and said, ‘Let’s go for it.’”That shared readiness made the decision simple: it was time to&nbsp;<a href="https://1851franchise.com/griswold/how-griswold-home-care-provided-a-more-meaningful-career-for-these-franchisees-amid-the-pandemic-2715838">build something meaningful together</a>.<h2>From Sisters to Business Partners</h2>Transitioning from family members to business partners came smoothly for the pair. “Because we know each other quite well, it came very naturally,” Zirn-Kashoor said. “We recognized my strength, her strength, where we can complement each other — and it’s working so far.”The two sisters developed a natural division of responsibilities, allowing each to focus on what she does best. That balance has only strengthened their bond. “It brought us even closer to each other,” Zirn-Kashoor said. “Usually, when you have family, each one goes to their business or work and then maybe you meet at dinner or on weekends. Now we are combining all this — we see each other even more now. It added positively to the dynamic.”<h2>Why Griswold?</h2>When it came time to choose a brand, Landis led the research — and&nbsp;<a href="https://1851franchise.com/griswold/info">Griswold</a> quickly stood out. “She asked around, looked into different franchises, and it was the reputation of Griswold,” Zirn-Kashoor said. “From the first moment we spoke with them, it felt like we were joining a family.”That sense of belonging only deepened as they met other franchisees. “They are very professional, but there is also a warm environment,” Zirn-Kashoor said. “When we met other franchisees at a couple of events, it felt like family. It just enhanced our feeling that this is the right company we want to join.”<h2>A Family-Owned Business With a Human Mission</h2>As sisters and co-owners, Zirn-Kashoor and Landis believe their family connection adds real value to how they lead their business and care for their clients. “It’s an added value to be family working together,” Zirn-Kashoor said. “We know how to divide the work, who’s responsible for what, and sometimes we combine our efforts on certain areas where we can bring an even better outcome.”That collaboration is rooted in shared purpose. For the sisters, Griswold’s mission resonated deeply. “The story of Jean Griswold is very touching and impressive,” Zirn-Kashoor said. “It’s not money-oriented — it’s very human and people-oriented. That’s what really drove us. Otherwise, any business you can start somewhere and think about profit. This is not the easiest one, but we chose it on purpose because we can relate to it … When you think about it, we are helping vulnerable people — people in need — and that’s something we are already proud of.”<h2>Building a Legacy of Care and Connection</h2>More than just a business, Zirn-Kashoor and Landis see their Griswold franchise as a legacy — one rooted in compassion and community. “We are certain that our hard work will bring very fruitful income,” Zirn-Kashoor said, “and we hope that this is the legacy we can keep as a name for us, for our children and for our family later on. There cannot be a better legacy than helping people in need and caring for the community.”Even amid the challenges of launching a business, the sisters have found unexpected joy in the journey. “The most surprising part is how much fun we are having,” Zirn-Kashoor said. “We knew we would enjoy it, but we didn’t know it would start from day one. We keep reminding each other not to forget to have fun and enjoy the journey.”

Why Two Sisters Chose Now to Build a Purpose-Driven Home Care Business With Griswold

why-two-sisters-chose-now-to-build-a-purpose-driven-home-care-business-with-griswold

For&nbsp;<a href="https://1851franchise.com/trubluehomeserviceally/why-these-tenured-franchisees-continue-to-grow-with-trublue-2726985">Tim and Kay Diemont</a>, owning a&nbsp;<a href="https://www.trubluefranchise.com/">TruBlue Home Service Ally</a> franchise in Yorktown, Virginia, is a shared purpose. Over the past decade, the couple has built one of&nbsp;<a href="https://1851franchise.com/trubluehomeserviceally/info">TruBlue’s</a> most successful and enduring operations, all while strengthening their marriage, deepening their community connections and setting an example for what family-owned franchising can achieve.By the time TruBlue came into their lives, both Tim and Kay were ready for a new chapter.“Tim was working as a regional director of stores and in charge of the East Coast. I had been with the same architectural firm for 20 years,” Kay said. “Tim was tired of the corporate demands, traveling and wanted to be home more. He also wanted to be doing something that would be rewarding and help in our community — the community where we raised our two sons. My employer was getting ready to retire and, since [Tim and I] had always wanted to work together, the timing seemed perfect for both of us.”The couple’s shared vision aligned perfectly with&nbsp;<a href="https://1851franchise.com/trubluehomeserviceally/why-trublue-is-a-strong-franchise-choice-in-the-growing-senior-industry-2728519">TruBlue’s mission of helping seniors and busy families maintain their homes with ease and peace of mind</a>.<h2>From Marriage Partners to Business Partners</h2>Transitioning from life partners to business partners came naturally to the Diemonts.“Since we were already partners, this new partnership was an easy transition,” Kay said. “Tim knew how to manage people and had been in a leadership position for many years. I was already trained administratively and had worked in marketing for both the architectural firm and for a local mayor. So, my community connections were very strong in this area.”Their complementary skill sets have proven invaluable. A U.S. Air Force veteran originally from Michigan, Tim brought strong operational and leadership experience from his years managing retail teams. Kay, who has lived in the Yorktown area her entire life, leveraged her local relationships and administrative background to handle marketing and office management.The couple’s oldest son, Derrick, is a systems engineer who has contributed to the business over the years. “His expertise with setting up our computer needs and just his overall help with the business was and continues to be a huge plus,” Kay said.The Diemonts say that working together has improved their&nbsp;<a href="https://1851franchise.com/strategicfranchising/work-life-balance-as-a-franchise-owner-is-it-possible-2728825">work-life balance</a> rather than complicating it. “Since we work together, our schedules are the same,” Kay said. “We can take as much time off as we want or need, and we enjoy traveling extensively every year.”<h2>Choosing TruBlue for Their Family’s Next Chapter</h2>When the Diemonts first began exploring franchise ownership, they were drawn to opportunities that allowed them to&nbsp;<a href="https://1851franchise.com/the-top-25-franchise-brands-committed-to-serving-their-communities-2724335">serve their community</a>.“Tim was looking into a senior care franchise and at the time the one he was interested in pursuing was already taken in our area,” Kay said. “The person he was speaking with at&nbsp;<a href="https://strategicfranchising.com/">Strategic Franchising</a> mentioned a new franchise they were developing. It sounded like a perfect fit for someone who already knew managerial and handyman skills. We were one of the first to open a TruBlue, and we have been the proud owners since 2013.”The TruBlue model — focused on home maintenance, handyman services and senior safety — felt like the right blend of purpose and practicality. “Tim always had faith and knew we would be a success,” Kay said. “The model for TruBlue was perfect! Our co-workers, family and friends loved the concept, and we had customers lined up before we ever purchased our territory.”<h2>Family Ownership in Action</h2>As business partners, the Diemonts run their franchise with the same&nbsp;<a href="https://1851franchise.com/how-a-franchisor-can-cultivate-a-strong-franchise-community-2722789">teamwork and communication</a> that have defined their marriage for nearly five decades.“We have great partners, who are like-minded to bounce ideas through,” Kay said. “All our employees know they can come to either one of us with a question or a problem and 98% of the time, they will get the exact response from us. The other small percentage is only due to Tim’s knowledge of certain handyman jobs and mine would be administrative questions regarding invoicing or payroll.”That united front has helped them build a loyal team and a strong reputation throughout Yorktown and the surrounding Peninsula communities. “Our client base is strong because we provide our customers with a good service at a great value, and it is continually growing,” Kay said. “Our employees are happy to be a part of our team and we are sure all of them would stay with or continue with any new owner, whether it be family or someone new.”<h2>Building a Family Legacy</h2>After more than 10 years in business, the Diemonts have watched TruBlue grow from a small emerging concept into a&nbsp;<a href="https://1851franchise.com/trubluehomeserviceally/trublue-accelerates-growth-in-2025-with-record-breaking-midyear-momentum-2730055">nationally recognized brand</a>. But for them, the most important growth has been personal — and local.“Hopefully, we have built a business that either one of our sons would be proud to carry on in the future,” Kay said. “Our client base is strong because we provide our customers with a good service, at a great value and it is continually growing.”The couple takes special pride in supporting local seniors, veterans and busy families. “Making our customers and employees happy and doing something good within our community for our seniors and veterans has been the most rewarding,” Kay said. “As a veteran and family-owned business, we take great pride in providing a service to those who have served our country and to their families. For our seniors and busy adults, providing them with peace of mind and someone they can trust in their homes is a very big deal to us as a company and as a family. Everyone’s home is their castle, and we always hope TruBlue of Yorktown makes them feel that way.”<h2>The Rewards of Working Together</h2>When asked about the hardest or most surprising part of running a family business, Kay didn’t hesitate: “Probably how easy it has been to work together. Nothing has been hard about it for us personally. Our skill sets matched pretty good.”For Tim and Kay, the past decade has been defined by collaboration, connection and community — and the next one promises more of the same.“Overall, everything we dreamed about running our own business has come true,” Tim said. “This is a great way of life.”

Why This Couple Left Corporate America to Build a Community-Focused TruBlue Business in the Town Where They Raised Their Sons

why-this-couple-left-corporate-america-to-build-a-community-focused-trublue-business-in-the-town-where-they-raised-their-sons

For 10 years,&nbsp;<a href="https://www.linkedin.com/in/gcosentino/">Giovanni Cosentino</a> built a corporate career as an executive assistant and project manager in various industries, including electric vehicles, blockchain, finance and adtech. Then, after a 2024 end-of-year layoff, Cosentino saw an opportunity to take control of his career path. Rather than jumping back into the corporate job market, he decided to apply his robust background in management and leadership to a new adventure, business ownership, recognizing that his background in organizing complex projects would serve as the perfect foundation for running a small business.Motivated to become his own boss, Cosentino turned to franchising. He liked the stability of service-based businesses and the demand for reliable home improvement. From here, he began narrowing down the opportunities. This led him to&nbsp;<a href="http://freshcoatfranchise.com">Fresh Coat Painters</a>, the national painting franchise. He's now getting ready for his official grand opening and excited to begin serving the Westchester community.Cosentino took the time to chat with 1851 Franchise to discuss all of this and more. Here’s what he had to say:1851 Franchise: Frame your personal story for us. What do you want us to know?Giovanni Cosentino:&nbsp;My father was a dentist for almost 45 years in the Hudson Valley, and I admired his work ethic and his ability to make people smile with his sense of humor and skill. I grew up locally and earned my degree at Purchase College here in Westchester County. I’ve always wanted to be helpful to others, doing something similar to what my father was able to achieve, but in my own way.&nbsp;I’ve always been an independent person and a leader, managing people and projects really well. If something has my name on it, it will be good work. That's how I live my life: doing the best I can at whatever I put my hands to.1851: What did you do before franchising, and how did you decide franchising made sense for you?Cosentino:&nbsp;I spent nearly 10 years in my career as an executive assistant and project manager, but unfortunately, layoffs impacted my position at the end of 2024.Following that, the job search felt different from any other time. I looked at my skill set and knew my experience would translate well into business ownership. I realized this was an opportune time to bet on myself.1851:&nbsp;What made you pick this brand? What excites you most about this company?Cosentino:&nbsp;I explored over a dozen franchises, but I was being very selective as I didn’t like what their FDD stats were or the niche element of their business model. I was almost ready to move on and figure something else out, but then I spoke with&nbsp;<a href="http://1851franchise.com/freshcoat/info">Fresh Coat Painters</a> as my last franchise for consideration. It was the only one that felt like I could make it work. Having navigated multiple economic challenges, I’ve learned that blue-collar trades are always in demand. Painting, in particular, is a recession-resistant industry that tends to thrive even in uncertain times.Fresh Coat allows owners the flexibility to operate their business how they see fit while providing essential guidance and support, like an onboarding coach and a business coach. I also really appreciate the community of other franchisees; experienced members have been exceptionally helpful. Having this network resolves issues of not knowing where to turn or encountering challenges for the first time.1851:&nbsp;What do you hope to achieve with your business? What are your plans for growth?&nbsp;Cosentino:&nbsp;My plan is to bring a new level of professionalism to the industry. I want to be known as someone who can deliver outstanding results, managing a crew of well-trained and vetted painters using the highest quality products. We want to transform client spaces into a personal retreat, an oasis of atmosphere, or a comfortable abode.&nbsp;Over time, we will expand to provide full interior and exterior house painting, eventually lending our services and ethos to improving commercial spaces. We are also considering expanding to decks, cabinet painting, power washing and removing or adding popcorn ceiling and wallpapering.1851:&nbsp;What advice do you have for other people thinking about becoming franchise owners?Cosentino:&nbsp;Just like any other kind of business, make sure you have the appropriate amount of funds available for your venture. The initial franchise fee is not the only cost; you need additional capital for the “runway” before you actually generate revenue.&nbsp;Understand that it will take a large amount of your time, energy and resources to bring it all to life. But in the end, I genuinely believe it could be one of the most worthwhile endeavors anyone can do, with results that can sustain a family and bring great value to your clients and community.ABOUT FRESH COAT PAINTERS:Fresh Coat Painters, the residential and commercial painting franchise under the Strategic Franchising Systems umbrella, offers a low-cost business model that gives entrepreneurs from all walks of life the chance to become successful business owners in the communities they serve. Since starting in 2004, Fresh Coat has expanded to over 190 franchise locations nationwide. Thanks to its unparalleled professionalism and affordable business model, it has become one of the leading concepts in the booming residential and commercial painting segment. With continued year-over-year growth, Fresh Coat is well on its way to achieving its overall goal of becoming a truly iconic painting brand.&nbsp;

Investing in Your Employees’ Mental Health

MORE STORIES LIKE THIS