Last updated: 2026-07-15
Across multi-store operations, the variable that decides completion is not features. It is how often content arrives. What separated the stores that got past 90%, from operating data on 12 franchise, retail and service companies.
Across 100+ companies and 35 months of data, those publishing 10 or more items a month held MAU above 50%, while those publishing fewer than 3 a month sat below 20% (/en/data-report). A global F&B franchise (200 stores, 5,000+ staff) reached 97% MAU, and a 30-brand, 3,000-store restaurant group cut new-menu rollout from one or two weeks to same day (/en/learning-rate).
Store turnover runs 60–150% a year, which means a single store can replace its entire staff within twelve months. Training that assumes a stable roster does not survive that. What follows comes from 12 franchise, retail and service companies, with a median of about 1,600 learners (range 60–39,000) and MAU ranging from 1% to 97%. For the vendor-neutral view, see our 8 criteria for choosing an enterprise LMS.
Nearly all staff at a global franchise log in daily. Training that becomes a habit, not an obligation.
A major F&B company trains 3,500 people across 30 brands on one platform.
9 out of 10 retail subsidiary store employees participate in learning monthly. 89% MAU.
A major theme park verifies seasonal operations manuals through quizzes. 2,646 participants.
When HQ uploads an SOP, it is instantly distributed to all stores nationwide. A major F&B company manages recipes and operations manuals across 3,000 stores and 30 brands this way, with real-time visibility into who has and hasn't viewed them.
Simultaneous Distribution to 3,000 StoresRecipe videos and quizzes for new menu launches go out in a single push. Rollouts that once took 1-2 weeks now happen the same day. Seoul or Jeju — everyone learns the same content on the same day.
Rollout: 1-2 Weeks → Same DayAverage franchise turnover is 60-150%. Even with frequent staff changes, new hires can view manuals on smartphones and get started immediately. No more time lost shadowing senior staff.
Handling 60-150% TurnoverAt a global luxury fashion brand with about 1,600 employees, 140 people posted 2,839 opinions — more than 20 per person per month. Store-level voices reach HQ directly, and HQ gives feedback the same day. The luxury sector's unusually high product involvement is a background condition here.
20+ posts per personA global F&B franchise trains 200 users across 6 countries simultaneously. Same content distributed by language, so overseas stores train on the same day as HQ.
6-country simultaneous trainingThis is the most clearly observed relationship in this industry. At a mid-sized retailer, MAU fell to single digits in a month with zero new uploads, and rose from 15% to about 80% in the month roughly 40 product-training items went up. A resort and hotel group saw MAU drop by more than 50%p during its upload pause. This is a correlation, not a causal analysis controlling for event or seasonal effects.
MAU 15% → 80%Operating data from 12 franchise, retail and service companies. Median about 1,600 learners (60–39,000); MAU ranges from 1% to 97%.
A baseline you can hold a vendor's proposal against. The figures that held and the ones that collapsed are both here.
| Metric | Value | Sample & conditions | Source |
|---|---|---|---|
| Highest MAU recorded | 97% | Global F&B franchise, 200 stores, 5,000+ staff · app install gated the mandatory safety course | Customer stories |
| MAU during mandatory training | 89% | Large retailer, 1,800 branches, 3,000 staff | Customer stories |
| New-menu rollout time | 1–2 weeks → same day | Restaurant group, 30 brands, 3,000 stores, ~3,500 staff | Customer stories |
| Content supply vs. MAU | 10+/month → MAU 50%+ | 100+ companies · fewer than 3/month → MAU under 20% | Operating data report |
| Falsifiable finding | 0 companies | Of 107 companies, none held 70% MAU while supplying content less than weekly | Operating data report |
| Effect of stopping uploads | MAU into single digits | Mid-size retailer · and 40 concentrated product-training uploads moved monthly MAU from 15% to about 80% (n=1, not generalisable) | Operating data report |
| Multi-country operation | 14 languages | Global multi-country F&B franchise, 6 countries, ~500 staff | Customer stories |
| Store staff turnover (industry context) | 60–150%/year | Widely cited industry characteristic — not a TouchClass measurement, and not attributed to a single official source | Industry context |
| Average LMS MAU, retail & service (third party) | 5–10% | Brandon Hall Group, 2023 — not TouchClass data | Brandon Hall Group, 2023 |
Sources: https://www.touchclass.com/en/casehome · https://www.touchclass.com/en/data-report
The eight questions that come up most often in franchise and multi-store evaluations.
Look at whether it survives turnover. Store staff turnover runs 60–150% a year, so onboarding is not a one-time project but a loop that repeats. What matters is whether a new hire can be productive from a personal phone without a training session, and whether HQ can push an update to every store the same day. Source: https://www.touchclass.com/en/learning-rate
A global F&B franchise with 200 stores and over 5,000 staff reached 97% MAU. The mechanism is worth stating plainly: staff could not complete the mandatory occupational safety course without installing the app, which drove installation, and everyday recipe and product-handling content then brought them back. Without that second half, install rates rise and engagement still dies. Source: https://www.touchclass.com/en/casehome
A restaurant group running 30 brands and 3,000 stores cut information rollout from one or two weeks to the same day. HQ films a short clip, publishes it, and every store gets the push. Recipes, plating, and allergen changes land as video rather than as a PDF nobody opens. Source: https://www.touchclass.com/en/casehome
Assign a fixed onboarding path that starts automatically on the join date, so a manager does not have to run it. Because turnover is high, the same sequence has to work without anyone teaching it — short video, a checklist, and a quiz that confirms it landed. Note that onboarding-duration reductions come from a sample of fewer than five companies, so treat them as indicative. Source: https://www.touchclass.com/en/learning-rate
Yes. Groups can be split by brand, region, store, and role, with different courses assigned to each and completion tracked separately. HQ sees the whole picture; a store manager sees only their own store. This matters because franchisee staff are not employees of HQ, so training records often need to stay separate. Source: https://www.touchclass.com/en/learning-rate
A global multi-country F&B franchise operates across six countries with roughly 500 staff in 14 languages. AI content creation supports translation into 14 languages, so one source video can be published in several at once, rather than filming each market separately. Source: https://www.touchclass.com/en/casehome
Yes. TouchClass is mobile-first, so a personal phone is enough and no store hardware is required. Staff without a company account can be registered by phone number or employee ID. That is precisely how the 97% MAU franchise ran — on staff phones, with no tablet rollout. Source: https://www.touchclass.com/en/remote-training
Honestly, no — not at a high level. Across 107 companies, not one held 70% MAU while supplying content less than once a week. Companies publishing 10+ items a month held MAU above 50%; those under 3 a month sat below 20%. If weekly publishing is not realistic, plan for a lower target rather than expecting the platform to compensate. Source: https://www.touchclass.com/en/data-report
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