As Kumon‘s assistant VP of franchise development, Angelo Chavez leads market research, expansion, recruitment, franchisee support & resale.
I’ve noticed today’s workforce is more sophisticated than those of decades past. No longer is it acceptable for organizations to only offer competitive pay and benefits. Many employees want career support, a clear advancement path and continuing education opportunities. In fact, according to TalentLMS’ breakdown of what employees look for in a job, “career growth opportunities” ranked sixth.
In my experience, franchise owners are no different. Franchisors must level up owner professional growth opportunities in order to thrive—or be prepared to lose their competitive edge. Creating a culture that supports continuing education as well as personal and professional development is now the standard, and the data backs that up. Here’s how:
Employee Demand
When it comes to companies that offer employees professional development and continuing education options, many workers are more satisfied when they have the opportunity to continually learn.
According to LinkedIn’s Learning Report 2025, “Career progress is people’s No. 1 motivation to learn.” Employees who don’t advance may be more likely to take their skills and apply them elsewhere. The study also reveals the business advantages of companies who are “career development champions,” citing loyalty, energy and innovation as direct benefits of comprehensive career development programs.
Adaptability and increased industry insight are also competitive advantages that these organizations enjoy. Career development champions create robust programs that include leadership training, coaching, mentoring and internal mobility, among other elements.
Business and the way companies conduct it are rapidly changing in the modern economy. Globalization and technology have fundamentally altered the workplace landscape. If your employees aren’t adapting to new environments in real time, your company may be experiencing a slow corporate death by ignoring its most important asset: your workers.
Deloitte’s recent Global Gen Z and Millennial Survey reveals that learning and development rank in the top three reasons these demographics choose an employer. The survey also points out that many managers are “missing the mark” when it comes to career development. Organizations should take note; Millennials now represent the largest generational share of the workforce, at 36%, according to the U.S. Department of Labor.
Continuing education and training benefits employees and adds to the bottom line. According to the LinkedIn report, 100% of organizations deemed “champions” have seen a positive impact on their business operations.
Education-First Mindset
At my company, an education franchise brand, our goal is to help children discover their potential, which we achieve through our franchise business model. As a provider of academic enrichment, the bar is set high when it comes to training and development, both for our corporate associates and franchise owners.
As assistant vice president of franchise development, I bring people into the franchise network. I’ve learned we must train them not only to represent the brand but also to fulfill our educational mission, have a positive impact on children and help them become successful entrepreneurs.
Excellence in training and employee development don’t happen overnight. An education-first mindset must be in place before everyone can be onboard. This begins with leadership. Creating opportunities for training and skills development is a great place to start. Leaders must encourage and give team members the space to learn.
Public recognition of professional development achievement is critical and helps broaden the mindset. Also crucial to the culture shift is creating opportunities for advancement. Without real career mobility, your efforts may be in vain.
Building A Culture Of Development Through Continuing Education
So, how do organizations carry this out and live up to their goals? That happens at multiple levels and evolves over time, depending on the organization.
Formalized internal training, seminars, mentorship and annual conferences are all tools you can use to help further the education of employees and franchisees. I suggest these educational approaches occur at various stages of an individual’s development within your organization.
For example, before our instructors sign their franchise agreement, they sign a training agreement that requires them to take classes through our company’s established Professional Development University. While the potential franchisees already meet the basic educational requirements to own one of our centers, we use our specialized training to teach them additional, proven methods for operating their centers. These trainings include both self-study lessons and in-person classroom training.
Companies and organizations that create opportunities to have internal training and development help improve the skills of their workforce. In my experience, smarter employees achieve greater things.
Tailoring Your Approach To Benefit Your Business
Franchisees bring valuable experiences with them, but not everyone has all the necessary prior training.
That’s why it’s important to offer comprehensive series of courses that cover everything team members need to know to successfully operate their franchise. Following the coursework, make sure they also have the opportunity to apply their learnings in real world scenarios, such as mentorships in the field. Leaders should ensure the training, support and opportunities for continuing education are offered throughout an employee’s career.
A good place for leadership to start developing tailored training programs is to look at what exceptional businesses in your industry are doing. Professional organizations and trade groups often have best practices and networking opportunities leaders can tap into.
Active listening to your team is also essential. What are their desires? What examples are they talking about that others do? What excites them and gets them motivated? The most common pitfall I see is a lack of follow-through on promised development and training programs. Make sure your ideas are ready to implement before announcing your plans.
When Employees Thrive, Businesses Thrive
Most importantly, to create a thriving organization, always keep in mind your business mission and vision. Tailoring your program to fit your specific goals and culture is essential. Embracing a commitment to career development not only shows you’re invested in your colleagues’ success, but differentiates the company from the vast majority of potential employers.
Ongoing training and development aren’t just nice employee perks. They are essential if you want your business to thrive today. When companies prioritize education and professional growth, they can build stronger companies.
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