🎙️Episode 10

Behind the Smoker:

How Embedded Franchise Training Powers Tickle My Ribs

Hosted by Jeff Walter, Founder and CEO of LatitudeLearning

In this episode of the Training Impact Podcast, host Jeff Walter sits down with Sean Morris, a veteran of the restaurant industry and founder of the emerging franchise concept Tickle My Ribs. Together, they explore how deeply embedded, skills-based franchise training can transform franchise operations, reduce turnover, and create a culture of long-term excellence.

Sean’s journey began in a family-owned Carolina barbecue chain, where hands-on learning was the norm. After spending 20 years in corporate roles with brands like Tia’s Tex-Mex, Red Robin, Buffalo Wild Wings, and Denny’s—eventually overseeing $60 million in annual revenue across eight states—Sean witnessed firsthand the disconnect between corporate training and operational success.

He observed that corporate training programs often operated in silos, creating a gap between theory and execution. These programs leaned heavily on manuals, classroom learning, and unrealistic onboarding requirements, often culminating in chaotic store openings that required triple staffing just to tread water. Trainers frequently lacked in-store experience, and franchisees were expected to “train the trainer” without being certified themselves.

In contrast, when Sean launched Tickle My Ribs, he drew on his roots—crafting a model that bakes training directly into operations. His approach emphasizes:

• Shoulder-to-shoulder skill development: New hires don’t just read a manual—they work side-by-side with certified teammates who coach them on real tasks like cutting lemons or plating dishes with precision and speed.
• Schedule-based training: Instead of attempting to cross-train everyone in every skill up front, employees are trained specifically for their shift responsibilities—open, mid, or close—allowing them to gain confidence and expertise gradually.
• POS-powered learning: Sean uses the point-of-sale system not just for transactions, but as a dynamic training tool. Chits include plating instructions, ingredient amounts, and layout positions (e.g., “pork 6 oz @ 6 o’clock”), reinforcing standards in real time.
• Live system updates: Menu or process changes are communicated directly to employees at clock-in via POS alerts, eliminating the need for costly rollouts or physical manuals.
• Proficiency checklists and certification: Employees progress from learners to certified operators by demonstrating mastery of core tasks, signed off by a manager. Those who excel can become certified trainers.
• Gamified achievement system: Inspired by martial arts and video games, Sean introduced visual rewards like red hats/shirts for trainers and embroidered patches for certified “smoke masters.” These visible signals boost motivation, encourage mentorship, and promote healthy peer accountability.

The result? Less turnover, more ownership, and a culture where every team member can see a clear path to growth. As Jeff highlights, this structure not only supports individual development but strengthens franchise operations as a whole—ensuring training is not an overhead cost, but a strategic asset.

Sean also draws parallels between martial arts and operations training, emphasizing the difference between knowing something in theory and performing it proficiently under pressure. His martial arts background reinforces a simple truth: you don’t earn a black belt by reading a book. You earn it through practice, coaching, and progression.

This episode is packed with insights for franchisors, training leaders, and anyone responsible for scaling frontline excellence. If your training is still stuck in binders and PowerPoints, Sean’s playbook offers a bold, better way—where skill development is continuous, contextual, and proudly worn on your sleeve (literally).

Quote Highlights:

• “Training has to be baked into the cake—not sprinkled on after the fact.”
• “You don’t let someone fail and call it training. You train so they don’t fail.”
• “If I’m going to spend a dollar on training, I want two back—through retention, efficiency, or revenue.”

Key Takeaways:

• Move from knowledge dumps to skill development.
• Leverage existing tools (like POS systems) to reinforce consistency.
• Create visible, meaningful incentives that boost motivation and reduce turnover.
• Treat certified trainers like internal brand ambassadors—not just shift leads.

Summary:

Sean Morris offers a blueprint for restaurant and franchise operators looking to rethink their training model. By shifting away from top-down information dumps and toward embedded, skills-based development, he’s creating a culture of accountability, pride, and operational excellence at Tickle My Ribs. His strategies tap into the human desire for mastery and recognition—reducing turnover while elevating performance across the board.

To learn more about Sean’s work or to explore the Tickle My Ribs franchise opportunity, visit:
👉 www.tmrbbq.com