How to Run a KFC Business

by Jenny Yu; Updated September 26, 2017
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Serving "finger lickin' good" fried chicken since 1952, KFC is a global fast food chain with over 5,000 restaurants in the United States. Founded by Colonel Harland Sanders, KFC is well-known for its secret-recipe Original Recipe chicken, and offers franchise opportunities to those with the necessary drive and financing. If you've franchised and built a KFC restaurant, there are important measures to take when opening and running your restaurant.

Step 1

Hire employees. You will need a general manager, an assistant unit manager, an above store leader, shift supervisors, cashiers and cooks. Hire employees with management and customer service skills, and fast food restaurant experience.

Step 2

Complete KFC's training program. Your general manager, assistant manager and above store leader must attend an eight- to 10-week training program with KFC at a certified training store. You must pay for this training, which ranges from $3,000 to $10,000.

Step 3

Train all other employees. Take what you learned at KFC's training program and pass on this knowledge to your other employees. Teach your cooks the recipes for your menu, including KFC's Original Recipe chicken, hot wings, sandwiches, sides and plated meals. Show the cashiers how to use the electronic cash register and train all employees on brand awareness. Emphasize safe food handling practices and outstanding customer service.

Step 4

Purchase food supplies from KFC-approved suppliers. Take a weekly inventory of your food supplies so you know what you need more of. Supplies may include chicken, flour, spices, frozen french fries and sandwich buns.

Step 5

Keep a detailed record of sales and other financial measures. Prepare reports for hourly and per-day sales, cash shortages, labor costs, high- and low-selling products and product costs. Submit these reports to your KFC head office when requested.

Step 6

Conduct performance reviews of your employees every six months. Have managers regularly appraise the performance of your employees and reward high-performing employees with pay rises or bonuses. Appraise new employees after a three-month probation period to determine if they should stay on board.

About the Author

Jenny Yu started her editorial career as a copy editor and business reporter in Vancouver in 2004. She also worked as a travel copywriter in London, and has written for Stockwatch and Trafalgar. Yu holds a Bachelor of Arts in English from the University of British Columbia.

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