Has rising consumer demand for protein-rich food and beverages affected your business or led you to make changes to your menu?

One of the biggest recent consumer trends in the restaurant industry is the demand for protein-rich foods on the menu. Whether it is the desire to slow down digestion or repair and build muscle tissue, people are looking to add protein to their diets. Franchise Update asked several multi-unit restaurant operators how they are responding to this trend and catering to the wishes of their customers.

Across several different food concepts, the franchisees acknowledged consumers’ requests for protein-rich foods on the menu. While some have always featured chicken, steak, or other meats, others are looking for opportunities to increase their offerings or add protein to certain items. These actions reflect how each brand is listening to customer demand and meeting their needs.

In this week’s Franchisee Bytes, we asked restaurant owners how they handle the challenging role of hiring and firing employees. Having a good staff and management can determine the success of a restaurant, so it is crucial to have a strong system in place for hiring employees. Firing a team member is never a pleasant task, but it is inevitable when owning a business. See the section below to learn how multi-unit restaurant franchisees hire good employees and deal with the difficult decision to fire an underperforming team member.

Victor Miltiades

Company: Home-Grown Industries of Georgia, Inc.
Brands: 3 Mellow Mushroom
Years in Franchising: 26

Absolutely. While Mellow Mushroom is known for its handcrafted pizzas, we’ve seen growing interest in protein-rich options. Customers are looking for ways to customize meals to fit their lifestyles, so we emphasize protein-forward toppings such as grilled chicken, steak, and premium meats. We’ve also seen strong demand for our salads that can be customized with additional protein. The trend reinforces the importance of offering flexibility while staying true to the brand’s creative menu.

Soo Heu

Company: HeuHawaii LLC
Brands: 2 Capriotti’s Sandwich Shop
Years in Franchising: 3

Yes, we have seen growing consumer demand for protein-rich meals. In response, Capriotti's revised its menu nationwide to include 25 percent more meat in its sandwiches to meet that demand. This change has been well received by our customers, who appreciate the added value and higher protein content.

Brent Weaver

Company: BWR Enterprises, Inc.
Brands: 3 East Coast Wings + Grill
Years in Franchising: 21

As a brand driven by chicken, protein already leads our menu mix, so we have leaned into that. As franchisees, we don’t dictate menu changes, but our leadership team always asks for our input when developing new items. When we see trends in our stores, we always relay them to the franchisor support team.

Matthew Keiser

Company: Paxton Keiser Enterprises
Brands: 22 Taco John’s, 1 Nothing Bundt Cake
Years in Franchising: 8

Taco John’s offers a wide range of protein options like beef, chicken, chorizo, and beans. We provide fresh, high-protein food for everyone who is interested. As a franchisee, we don’t change the menu to fit our own location’s specific needs, but the leadership team is always open to hearing our feedback when developing new menu items.

Pushpak Patel

Company: Mitra QSR
Brands: 173 KFC and Taco Bell
Years in Franchising: 18

We pay close attention to how our guests’ preferences change, but as a franchisee, our first responsibility is execution. We have seen the rising interest in protein, alongside a broader focus on value, convenience, and nutrition. Both KFC and Taco Bell have menus that speak to that, and over the years, both have brought products that put protein and value together. Where those offerings land with guests, you see it in the response.

Franchisee Bytes

How do you hire and fire?

I hire for attitude and work ethic. You can train skills, but not integrity. Firing is always the last resort; communication comes first.
-Matt Davis, President, The Davis Restaurant Group dba the Honey Baked Ham Co., 22 Honey Baked Ham

Experience is a huge plus when we are hiring, and we place a big emphasis on positive attitudes and excitement for the business. When that alignment is not there, we work to problem-solve with the individual to see if the connection needs nurturing. We believe in doing all we can to allow our team members to grow to their potential first before we consider firing someone.
-Nadeem Bajwa, Co-founder and CEO, Bajco Group, 270+ Papa Johns

We hire based on our values and fire when it affects our culture. We hire for our ROCKS values: Right thing, Ownership, Can-do attitude, Kindness, and Striving for growth. If someone consistently goes against those values, it affects our culture, and that’s when we have to part ways. It’s rarely a single mistake. It’s consistent opposition, which indicates it’s not a right fit.
-Chris Aslam, CEO & Principal, Rock Strategies and various entities, 59 Jack in the Box, 5 Golden Chick, 5 Hawaiian Bros Island Grill

My staff is not allowed to hire or fire without my knowledge. I expect my staff to hire talented individuals whom they saw something in. If they have a reason to fire, I expect it to be a good one. However, I also have a zero-tolerance policy for situations involving theft or misconduct.
-Shak Patel, Multi-Unit Franchisee, Breaking Bread LLC, 6 Potbelly, 1 The Halal Guys

We hire based on attitude and potential rather than just experience. Skills can be taught, but passion and positivity can’t. When it’s not the right fit, we address it quickly and respectfully with an emphasis on growth and learning.
-Misha Punwani, Multi-Unit Franchise Owner, Playa Bowls, 16 Playa Bowls

We put a lot of thought and energy into our hiring and training process both for crew members and management positions. I still take part in all management interviews because I work closely with and have a relationship with each store’s GM. I want to give people every opportunity to succeed, but if a role is not working out, our standard is that when we fire someone, they need to know it’s coming and understand why they are being let go.
-David Weeks, CEO, The Bean Team, 9 Barberitos, 8 Dunkin’, 4 Newk’s Eatery, 1 Dunkin’/Newk’s co-brand

We combine old-school personal touch with modern technology. Candidates can apply traditionally or via QR codes, and onboarding is handled efficiently through Paychex to ensure compliance and consistency. For performance management, we set clear expectations and follow a structured process of verbal and written warnings before termination.
-Lisa Starnes, Franchise Owner, Starnes Holdings, 8 Captain D’s