{"id":1712,"date":"2025-08-20T15:36:42","date_gmt":"2025-08-20T20:36:42","guid":{"rendered":"https:\/\/franzy.com\/blog\/?p=1712"},"modified":"2025-09-12T15:40:17","modified_gmt":"2025-09-12T20:40:17","slug":"how-to-handle-franchise-employee-turnover-without-disrupting-operations","status":"publish","type":"post","link":"https:\/\/franzy.com\/blog\/how-to-handle-franchise-employee-turnover-without-disrupting-operations\/","title":{"rendered":"How to Handle Franchise Employee Turnover Without Disrupting Operations"},"content":{"rendered":"\n<p>When an employee walks out, it can hit your franchise hard. You\u2019re suddenly juggling schedules, covering shifts, and worrying about customer service slipping. And if several employees quit at the same time, it can cause stress, and extra work can quickly pile on your plate.&nbsp;<\/p>\n\n\n\n<p>But here\u2019s the truth: turnover is part of the business, even in well-run units. The difference between struggling and staying steady comes down to your response.&nbsp;<\/p>\n\n\n\n<p>In this article, I\u2019ll share how to respond effectively to franchise employee turnover and put systems in place so the next staffing change doesn\u2019t knock you off balance.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Key Takeaways<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Turnover is unavoidable, but how you respond matters most. Quick action can keep operations steady and prevent a bigger disruption.<\/li>\n\n\n\n<li>It\u2019s crucial to understand the root cause of turnover. Low pay, no growth path, poor management, and burnout are the main drivers of staff quitting in franchises.<\/li>\n\n\n\n<li>Protect service during staff gaps. Use cross-training, flexible scheduling, temporary help, and technology to minimize the impact on customers.<\/li>\n\n\n\n<li>Track and analyze your turnover data. Knowing when, where, and why people leave helps you fix the right problems instead of guessing.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Common Causes of Employee Turnover in Franchises<\/h2>\n\n\n\n<p>Before you can start addressing turnover, you\u2019ve got to understand why it\u2019s happening in the first place. While every unit and <a href=\"https:\/\/franzy.com\/blog\/common-franchising-industries\/\">franchise industry<\/a> is a little different, turnover is generally caused by one of these four causes:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">1. Low Pay and Limited Benefits<\/h3>\n\n\n\n<p>Many franchise jobs are entry-level and pay close to minimum wage. As you might expect, it can be a challenge to keep top talent around if employees know they can find better pay and benefits, such as health insurance, PTO, and sick leave, somewhere else.<\/p>\n\n\n\n<p><a href=\"https:\/\/franzy.com\/franchises\/industries\/food-and-beverage\">Restaurant and fast food franchises<\/a> have a specifically hard time with turnover. <a href=\"https:\/\/www.hungerrush.com\/restaurant-operations\/research-roundup-what-makes-restaurant-employees-stay\/\" target=\"_blank\" rel=\"noopener\">One survey found 34.6% <\/a>of restaurant workers quit over low pay. Add in the fact that many roles don\u2019t offer health insurance or PTO, and it\u2019s no surprise that hospitality has one of the highest rates of uninsured workers.<\/p>\n\n\n\n<p>If your pay and benefits don\u2019t stack up to the local market, you\u2019re inevitably going to lose people.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">2. No Clear Path to Grow<\/h3>\n\n\n\n<p>If employees think the job is a dead end, they\u2019ll treat it like one. <a href=\"https:\/\/mitsloan.mit.edu\/ideas-made-to-matter\/to-keep-employees-focus-career-advancement\" target=\"_blank\" rel=\"noopener\">Lack of career development<\/a> is one of the top reasons that employees quit.<\/p>\n\n\n\n<p>I\u2019ve seen great crew members leave because they felt stuck in an entry-level role and their hard work went unnoticed. You should make it easy for your top staff to advance their careers without leaving the company.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">3. Management and Culture Problems<\/h3>\n\n\n\n<p>There\u2019s truth to the saying \u201cpeople don\u2019t leave jobs, they leave bad managers.\u201d In fact, according to a <a href=\"https:\/\/www.gallup.com\/services\/182138\/state-american-manager.aspx\" target=\"_blank\" rel=\"noopener\">recent report by Gallup<\/a>, half of all employees left a job to get away from a manager.<\/p>\n\n\n\n<p>New hires are far more likely to quit a job early on if they feel micromanaged, get mixed instructions, or are left without proper training and support.<\/p>\n\n\n\n<p>Add in a disorganized or toxic workplace, and it\u2019s only a matter of time before people start looking for the exit.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">4. Burnout and Work-Life Imbalance<\/h3>\n\n\n\n<p>Long hours, unpredictable schedules, and constant customer rushes wear people down. <a href=\"https:\/\/pmc.ncbi.nlm.nih.gov\/articles\/PMC7690639\/\" target=\"_blank\" rel=\"noopener\">According to one survey<\/a>, 43% of employees quit over burnout or work overload.<\/p>\n\n\n\n<p>It\u2019s important to recognize that frontline franchise work can be stressful. When the hours are too long, breaks are short, and there\u2019s little support for handling that stress, your staff will eventually burn out. And when burnout hits, they start looking for a job that\u2019s easier on their time and energy.<\/p>\n\n\n<div class=\"gb-container gb-container-616c25b7\">\n<div class=\"gb-container gb-container-2df010df\">\n\n<h4 class=\"wp-block-heading has-text-align-center\">Want Franchising Insights Straight To Your Inbox?<\/h4>\n\n\n\n<p class=\"has-text-align-center\">Sign up for our free email newsletter. It&#8217;s a 5-minute read once a week to help you level up on the franchising industry.<\/p>\n\n\n\n<div class=\"wp-block-buttons franzybutton is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-16018d1d wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/franzy.beehiiv.com\/subscribe\" target=\"_blank\" rel=\"noreferrer noopener\">Sign Me Up<\/a><\/div>\n<\/div>\n\n<\/div>\n<\/div>\n\n\n<h2 class=\"wp-block-heading\">How High Turnover Can Affect Your Location<\/h2>\n\n\n\n<p>Now that we have established the main causes of high turnover in franchising, let\u2019s take a look at what it can cost your location.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Operational Disruptions<\/h3>\n\n\n\n<p>When an experienced team member leaves, you\u2019ll have to scramble to fill shifts. That usually means paying overtime, shuffling people into roles they\u2019re not used to, or simply running understaffed.<\/p>\n\n\n\n<p>In a quick-service restaurant, losing one fry cook during the lunch rush can back up the entire kitchen. In retail, a missing cashier means longer lines, which can cause people to abandon their carts or rethink their purchases altogether.<\/p>\n\n\n\n<p>When the rest of your crew is stretched to the limit, they may make more mistakes and start to burn out. That burnout can have a domino effect. When your staff feel overworked, covering for constant turnover, they\u2019re more likely to quit too, creating a cycle that\u2019s hard to break.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Customer-Facing Issues<\/h3>\n\n\n\n<p>Your customers will also likely feel the impact of turnover. A new hire, no matter how eager, can\u2019t match the speed and accuracy of someone who\u2019s been with you for months. Orders take longer, errors creep in, and the familiar faces your regulars know and trust disappear.&nbsp;<\/p>\n\n\n\n<p>Even your loyal customers can drift to competitors simply because the service felt inconsistent after too many staff changes. In franchising, consistency is king, and high turnover makes it harder to deliver the same experience every time.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Financial Effects<\/h3>\n\n\n\n<p>Every time you replace an employee, you\u2019re <a href=\"https:\/\/franzy.com\/blog\/can-you-lose-money-buying-a-franchise\/\">losing money<\/a> and potential sales. Job ads, interviews, onboarding, and training all cost time and cash. If you are constantly having to hire new staff for your location, the costs can pile up and start to seriously affect your profit margins.<\/p>\n\n\n\n<p>For a fast-food frontline role, the full cost of hiring a new employee is around <a href=\"https:\/\/blog.orbispay.me\/state-of-the-fast-food-and-quick-service-restaurants-qsr-hiring-and-retention-trends-2022\/\" target=\"_blank\" rel=\"noopener\">$6,000<\/a> when you factor in slower productivity during training. Multiply that by a year\u2019s worth of departures, and it can become a significant amount to dent your <a href=\"https:\/\/franzy.com\/blog\/budgeting-tips-for-franchisees\/\">franchise budget<\/a>. On top of that, short-staffing can force you to close early, cut services, or lose customers in long lines.<\/p>\n\n\n\n<p>This loss of revenue can become a major issue and, in some cases, will snowball into an <a href=\"https:\/\/franzy.com\/blog\/franchise-get-out-early\/\">early exit<\/a>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Immediate Actions to Take When Turnover Occurs<\/h2>\n\n\n\n<p>Even the best-run franchises will occasionally lose a key employee or experience a wave of turnover. The key is to respond immediately and effectively. Your immediate actions can make the difference between a minor hiccup and a major disruption. Here\u2019s what I recommend.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Step One: Assess the Gaps and Cover Shifts<\/h3>\n\n\n\n<p>The first thing you need to do is figure out exactly what roles and shifts are now uncovered. If it\u2019s a certified shift manager or a role only one person could do, that\u2019s the first fire to put out. Pull in cross-trained employees or floaters.<\/p>\n\n\n\n<p>If you\u2019ve prepped your team to handle multiple positions, now\u2019s the time to use that. Depending on the scale of the turnover, you might even have to step in yourself or have a supervisor take front-line duties for a few days. Don\u2019t wait for a perfect long-term fix, just make sure today\u2019s schedule is solid. Many <a href=\"https:\/\/franzy.com\/blog\/franchise-owner-tips\/\">franchise owners<\/a> keep a staffing \u201ccushion\u201d for this reason.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Step Two: Talk to Your Team and Keep Morale Steady<\/h3>\n\n\n\n<p>When someone leaves, especially a popular or high-performing employee, it can rattle the rest of the crew. Address the team right away, explain the plan, and thank them for stepping up.&nbsp;<\/p>\n\n\n\n<p>If it makes sense, ask your team for ideas on how to cover shifts or make temporary adjustments. Getting them involved in the process helps them feel part of the solution. It\u2019s also a good time to spotlight the employees stepping up.<\/p>\n\n\n\n<p>When you\u2019re open and supportive with your team, you reduce the likelihood of a chain reaction where other employees start thinking about leaving, too.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Step Three: Protect Service Standards<\/h3>\n\n\n\n<p>The last thing you want is for customers to feel the impact of your staffing problem. Make sure every guest gets the same quality and speed they expect, even if it means you\u2019re on the floor yourself.&nbsp;<\/p>\n\n\n\n<p>During periods of high turnover, your staff will inevitably be stretched thin, but make sure they are aware of the non-negotiable service standards. This might include: Greeting customers at the door, getting orders right, and keeping the place clean. The goal is to send the message that no matter what\u2019s happening behind the scenes, the customer experience stays rock-solid.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Step Four: Start Hiring<\/h3>\n\n\n\n<p>Once the schedule and service are under control, shift your focus to hiring. Get the job posted within a day or two on your go-to channels, such as job boards and social media. The key here is speed, as you can only maintain your service quality while understaffed for so long. Call or message promising applicants right away, because in franchise industries like <a href=\"https:\/\/franzy.com\/franchises\/industries\/food-and-beverage\">food service<\/a> and <a href=\"https:\/\/franzy.com\/franchises\/industries\/retail\">retail<\/a>, good hires are often made in a <a href=\"https:\/\/www.careerplug.com\/wp-content\/uploads\/2022\/11\/Restaurant-Food-Service-Recruiting-Metrics-2022.pdf\" target=\"_blank\" rel=\"noopener\">matter of days<\/a>.<\/p>\n\n\n\n<p>If you\u2019ve got several spots to fill or hiring is moving too slowly, don\u2019t be shy about bringing in extra help. You can use a staffing agency or lean on your franchisor\u2019s recruiting resources to open up your candidate pool.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Step Five: Do a Quick Turnover Review<\/h3>\n\n\n\n<p>After things stabilize, it\u2019s time to ask why the person left. If possible, do an exit interview. Was it pay? Scheduling? Management issues? Burnout? If you spot a pattern like people quitting within their first 90 days, it tells you that you need to fix onboarding or hiring.&nbsp;<\/p>\n\n\n\n<p>The goal here is to make changes so you are not back in the same spot next month.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">How to Keep Operations Running Smoothly During Turnover<\/h2>\n\n\n\n<p>Once the first couple of days are under control, the goal shifts to keeping your operations steady until new hires are found and trained. That\u2019s where these medium-term strategies come in. They\u2019ll help you protect service, keep customers happy, and prevent work overload while you\u2019re short-staffed.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Cross-Train Staff for Multiple Roles<\/h3>\n\n\n\n<p>If your crew can only do one job each, you\u2019re setting your franchise location up for trouble during turnover. About <a href=\"https:\/\/www.oakinnovation.com\/blog\/free-trainer-skills\/top-27-employee-training-statistics-and-trends-to-discover-in-2024\" target=\"_blank\" rel=\"noopener\">48% of companies<\/a> cross-train their teams to build skills and keep the workforce flexible.<\/p>\n\n\n\n<p>A cashier who can jump into food prep or a front desk person who can give a sales tour means you\u2019ve got built-in backup. It keeps operations moving when someone\u2019s out, and it\u2019s good for retention. In fact, <a href=\"https:\/\/www.devlinpeck.com\/content\/employee-training-statistics\" target=\"_blank\" rel=\"noopener\">nearly 45% of employees<\/a> say they\u2019re more likely to stay with a company when they\u2019re learning more.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Shift Schedules Around<\/h3>\n\n\n\n<p>When you have fewer employees, it means your old schedule probably doesn\u2019t work. Rework shifts so peak times get full coverage and slow times run leaner. Offer overtime to part-timers, allow shift swaps, or move days off to make coverage easier.&nbsp;<\/p>\n\n\n\n<p>Allowing flexibility can also help prevent another resignation. Many people leave jobs over scheduling issues.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Use Temporary or On-Call Workers<\/h3>\n\n\n\n<p>Using temporary or on-call workers helps you maintain momentum over the weeks it takes to fully restaff. You can lean on seasonal hires, gig workers, or even trusted former employees to step in and cover shifts as needed. Every week, roughly <a href=\"https:\/\/americanstaffing.net\/research\/fact-sheets-analysis-staffing-industry-trends\/staffing-industry-statistics\/\" target=\"_blank\" rel=\"noopener\">2.5 million Americans<\/a> pick up temporary or contract work through staffing agencies.<\/p>\n\n\n\n<p>They give your regular team breathing room and help keep service consistent while you focus on recruiting and hiring new permanent staff.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Systemize Core Processes<\/h3>\n\n\n\n<p>When every key task has a clear process or checklist, it\u2019s much easier to plug someone new into the role. One of the <a href=\"https:\/\/franzy.com\/blog\/franchise-worth-it\">biggest advantages of franchising<\/a> is that you\u2019ll generally inherit these standardized systems from the franchisor.<\/p>\n\n\n\n<p>Create SOPs for each role and document how things get done. This cuts training time, reduces <a href=\"https:\/\/franzy.com\/blog\/common-mistakes-buying-franchise\/\">common mistakes<\/a>, and keeps service consistent even if a brand-new hire is on the floor.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Lean on Technology to Fill Gaps<\/h3>\n\n\n\n<p>Tech can\u2019t replace people, but it can make a smaller team more efficient. Tools like automated inventory and scheduling software can take some of the load off you and your staff during periods of high turnover and cut back on your hiring costs. For example, in the restaurant industry, automation with self-order kiosks can <a href=\"https:\/\/www.restroworks.com\/blog\/restaurant-automation-statistics\/\" target=\"_blank\" rel=\"noopener\">cut labor costs by about 25%<\/a> and even boost revenue by around 20%.<\/p>\n\n\n\n<p>When used correctly, technology can become your silent extra team member.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Pull in Help From Other Locations (for Multi-Unit Franchisees)<\/h3>\n\n\n\n<p>If you run more than one location or know other owners in your network, this is the time to use that resource. In franchising, more than <a href=\"https:\/\/www.entrepreneur.com\/franchises\/here-are-the-best-strategies-for-owning-multiple-franchises\/494374\" target=\"_blank\" rel=\"noopener\">40% of units<\/a> are run by <a href=\"https:\/\/franzy.com\/blog\/how-to-expand-your-franchise-empire\/\">multi-unit owners<\/a>, and the average owner has about 2.4 <a href=\"https:\/\/franzy.com\/blog\/choose-franchise-location\/\">franchise locations<\/a>.<\/p>\n\n\n\n<p>You can temporarily move staff between locations when you\u2019re short-handed, just make sure to sweeten the deal with a bonus, mileage reimbursement, or another incentive so employees feel appreciated. It\u2019s not a permanent fix, but it can keep every unit running smoothly without cutting hours or service.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">How to Make Sense of Your Turnover Numbers<\/h2>\n\n\n\n<p>If you want to fix turnover, you\u2019ve got to know what\u2019s really causing it. And the truth is, the answer\u2019s already sitting in your numbers. Here\u2019s how to analyze your data to find a solution.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">1. First, Find Out Your Turnover Rate<\/h3>\n\n\n\n<p>Here\u2019s the quick math:<\/p>\n\n\n\n<p>Turnover rate = (Number of employees who left \u00f7 Average number of employees) \u00d7 100<\/p>\n\n\n\n<p><strong>For example<\/strong>, say you lost 15 people last year and had an average of 30 on staff. That\u2019s (15 \u00f7 30) \u00d7 100 = 50% turnover.<\/p>\n\n\n\n<p>Don\u2019t panic just because it\u2019s a big number. Next, you\u2019ll need to compare it to what\u2019s normal for your industry. In a restaurant, <a href=\"https:\/\/www.restroworks.com\/blog\/restaurant-turnover-statistics-2025\/\" target=\"_blank\" rel=\"noopener\">more than 75%<\/a> is common. And across all franchise industries, franchise locations experience around <a href=\"https:\/\/www.netsuite.com\/portal\/resource\/articles\/human-resources\/employee-turnover-kpis-metrics.shtml\" target=\"_blank\" rel=\"noopener\">20 to 25%<\/a> turnover on average. If you\u2019re higher than your peers, something inside your operation is pushing people out.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">2. Next, See When People are Leaving<\/h3>\n\n\n\n<p>Next, group your exits by how long the staff were with you.<\/p>\n\n\n\n<p>If most of your turnover occurs during the probation period? It usually means the hiring process oversold the job, or your onboarding isn\u2019t cutting it.<\/p>\n\n\n\n<p>If staff stick around for a year or two and then leave, it\u2019s often about pay, lack of growth, or burnout from doing the same thing for too long.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">3. Find the Trouble Spots<\/h3>\n\n\n\n<p>Look at turnover by role, shift, or even location if you\u2019ve got more than one. If night shift cooks are bailing at twice the rate of your day crew, there\u2019s a reason. It could be the hours, the management, or the workload. It\u2019s important to analyze different factors to zero in on potential causes.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">4. Check the Timing<\/h3>\n\n\n\n<p>Plot departures on a calendar. If staff are consistently quitting after the holiday rush, the workload might be crushing them. If you experience high turnover right after a new competitor opens, you might be losing staff to better pay or perks.<\/p>\n\n\n\n<p>My biggest piece of advice here is to match the pattern with a fix:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Early exits \u2192 Better onboarding, clearer job expectations<\/li>\n\n\n\n<li>Role-specific losses \u2192 Adjust pay, training, or supervision in that role<\/li>\n\n\n\n<li>Seasonal spikes \u2192 Bring in extra help before the busy period<\/li>\n\n\n\n<li>High-performer loss \u2192 Give them growth opportunities and recognition<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Keep Your Franchise Steady Through Turnover<\/h2>\n\n\n\n<p>Turnover will always be part of franchise life, but it doesn\u2019t have to derail your operations. The difference between locations that stumble and those that stay steady comes down to preparation, responses, and a focus on keeping your team supported. The key is to treat periods of turnover as a challenge to manage, not a crisis to fear.Need help building a franchise that runs smoothly even when staff changes happen? <a href=\"https:\/\/franzy.com\/\">Franzy<\/a> connects franchise owners with the strategies, insights, and brands that keep locations thriving. <a href=\"https:\/\/franzy.com\/onboarding\">Reach out today<\/a>, and let\u2019s make your next phase of growth easier.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Turnover is unavoidable, but how you respond matters most. Quick action can keep operations steady and prevent a bigger disruption.<\/p>\n","protected":false},"author":5,"featured_media":1713,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"content-type":"","footnotes":""},"categories":[8],"tags":[],"class_list":["post-1712","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-running-a-franchise","generate-columns","tablet-grid-50","mobile-grid-100","grid-parent","grid-50"],"_links":{"self":[{"href":"https:\/\/franzy.com\/blog\/wp-json\/wp\/v2\/posts\/1712","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/franzy.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/franzy.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/franzy.com\/blog\/wp-json\/wp\/v2\/users\/5"}],"replies":[{"embeddable":true,"href":"https:\/\/franzy.com\/blog\/wp-json\/wp\/v2\/comments?post=1712"}],"version-history":[{"count":1,"href":"https:\/\/franzy.com\/blog\/wp-json\/wp\/v2\/posts\/1712\/revisions"}],"predecessor-version":[{"id":1714,"href":"https:\/\/franzy.com\/blog\/wp-json\/wp\/v2\/posts\/1712\/revisions\/1714"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/franzy.com\/blog\/wp-json\/wp\/v2\/media\/1713"}],"wp:attachment":[{"href":"https:\/\/franzy.com\/blog\/wp-json\/wp\/v2\/media?parent=1712"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/franzy.com\/blog\/wp-json\/wp\/v2\/categories?post=1712"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/franzy.com\/blog\/wp-json\/wp\/v2\/tags?post=1712"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}