5 Reasons Why Unit Managers Quit
Jun 24, 2025
A frequent complaint that I hear from franchisees is that Unit Managers keep quitting. As this is a critical leadership position for the success of the franchise business, this situation is definitely a serious problem in the franchise world, and sadly, the reality is that it's happening way too often.
- When a unit manager quits, it has a direct impact on the consistency of business results. It also affects the team members and the overall operations.
In this blog post, I will share the five most common reasons why Unit Managers quit and what you can do to minimize the exits of your leaders.
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Reason #1: Burnout
The number one reason why unit managers quit is burnout and a lack of support to overcome that situation.
Unit managers work long hours. Most of the time, they are required to work up to 50 hours a week, which usually means working six days or having 10-hour shifts. Plus, their job and responsibilities can be challenging. This can lead to burnout, and if they feel they don’t have support from their bosses to recover from this issue, they may quit.
My suggestion is: pay attention. Monitor how many hours your managers are working, their schedules, and analyze whether they are producing the expected results or not.
And, if you notice that your managers are burned out and on the edge of quitting, have a conversation with them and offer them the chance to take some days off. This will allow them to return with improved morale and refreshed for their activities, ultimately benefiting their productivity and overall business.
Reason #2: Their Leaders
If you are having issues with Unit Managers quitting, you may want to closely examine who their direct supervisors are. Many Unit Managers leave their jobs not because of the work itself, but because of their District Manager or even because of you, if you are the one who’s overseeing them.
These leaders may not be the type of leaders that the Unit Managers are looking for in terms of motivation, inspiration, support, or care.
Keep in mind that the Unit Manager is the most important position in your organization. They are the ones who determine the profitability of your business, as well as those who take care of your business day in and day out. Therefore, it is crucial that they have great leaders who inspire, motivate, and genuinely care about them and also provide the support they need to succeed.
I recommend analyzing who those leaders are and exploring ways in which they can better support the Unit Managers. This will create a more positive and collaborative environment within your organization.
Reason #3: Not Enough Growth Opportunities
The third reason why Unit Managers quit is that they want growth. However, if they feel stuck in that position, they will eventually become bored and tired, and they will want to leave for greener pastures where they can have a career path and growth opportunities.
This is especially true for the good ones that you want to keep with you for the long term. These men and women want to increase their pay, title, and prestige, and if you can’t offer that, retaining them will be hard.
This is one of the benefits that Multi-Unit Franchises have over Single-Unit Franchises or small organizations with two or three units, as these growing enterprises do offer Assistant Managers and Unit Managers the opportunity to advance within their organization. Therefore, they are more likely to retain those great leaders.
Small organizations must explore other benefits that can motivate these leaders to stay with them.
Reason #4: No Training or Development
Unit Managers also quit if they feel that they're not receiving the training, coaching, and development they want and deserve to thrive in their position.
- Everybody wants to be a winner. So, this is critical not only for them to be capable at their job, but also for them to feel confident and satisfied with the results they're achieving.
When a manager is not performing well, it's more likely that they lack the knowledge of how to run and lead their units or how to improve them.
What’s more: if they don't have the tools to meet the expectations of the role, you're going to be frustrated, they're going to be frustrated, and that can cause them to quit.
Don’t miss: 5 Steps to Turn Your Unit Managers into Problem Solvers
Reason #5: Lack of Recognition
If Unit Managers don’t get the recognition they deserve for their work and effort, they will become demoralized, which can ultimately lead them to quit. It’s even worse if they are producing great results and implementing the knowledge that you provided to them.
- If you're not going out of your way to recognize them, that's a problem.
You should also recognize them even if they are not achieving the expected results, but you see that they are trying and working hard. However, you must also find out what they are missing and provide them with the necessary tools and resources to achieve their goals and succeed.
In case you missed it: Top 3 Skills a Franchise Manager Must Have
The Tale of a Unit Manager Who Quit
Let me tell you a little bit about me. Many years ago, I was a Unit Manager for a large franchise organization, and I held that position for a year and a half.
As for training and development, the company did a great job of training and developing me. My District Manager was fantastic in that area, and he provided me with the tools I needed to improve. I was one of those striving leaders who wanted to be better, and my bosses gave that to me, so I stayed with them for several years.
I felt appreciated by my boss, and I knew he trusted me. He recognized my commitment, my abilities, and my skills, and the other managers respected me for that. And I really appreciated him for that because it helped me prepare for the next level, which was a District Manager position.
However, my District Manager had been there for a while, and I didn't see him going anywhere. I even asked him, and he wasn’t moving on anywhere. That’s when I realized I had to make a move or I would be stuck as a manager, and that was unacceptable to me.
The reality is that I left because I was bored. I had achieved everything I wanted to achieve; I was in the top two units in the region, but I wasn't challenged anymore, and I wanted to grow.
The reason I’m sharing this with you is that Unit Managers are not going to be in their position forever. And as their leader, whether it’s a direct supervisor or a Franchisee, it's your job to determine what you need to do, who you need to be, and what you need to provide to them so that they stay with you just a little longer. Because the longer the tenure of these unit managers, the better your unit will perform.
I hope this gives you some thought on the possible reasons why your Unit Managers are quitting and what you can do to turn the situation around. Although the best way for you to find out why they leave or stay is to ask them.
- Ask them what they like, what they don’t like, the type of things you could do, and what you can change and improve, so that they will want to stay with you for a long time. Your people are your best source of information!
If you are looking for a way to give these Unit Managers the knowledge, tools, and resources so that they can thrive and make them feel recognized and appreciated by investing in their development and their future, explore the Unit Management Certification Program at the American Franchise Academy.
This program is designed to provide these men and women with everything they need to succeed and prepare them for the next level. Learn more about our MANAGE program and discover the great benefits and resources your people will get by enrolling in this elite training.
Reflections:
- Are your District Managers inspiring, motivating, and supporting your Unit Managers as they should?
- Are you providing the training and development that these leaders need to run their units successfully?
- Do your employees have a career plan to grow within your organization?
- How are you motivating your managers to stay with your organization for a longer time?
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