Meet Dave Melton

Hiring the American Dream: My Story

 

Hi, I’m Dave Melton. My wife and I are the proud owners of six Domino’s Pizza stores. Our four New York City stores are among the top in the country, each exceeding $1 million in annual sales in the world’s most competitive pizza market. In 2008, we added two stores in Connecticut, providing more opportunity for our team.

 

When I started as a minimum wage manager-in-training, I didn’t see the pizza business as a long-term career. But, I soon recognized the incredible potential to be my own boss and shape my success.

 

I learned small business basics.  

I made and delivered pizzas and I learned the fundamentals of small business. I moved into store management, where I learned hiring, training and motivation. I built and supervised stores, where I learned project management, recruiting and leadership. I thought these experiences had prepared me for store ownership but found that opening the first franchised store in Manhattan was more challenging than anticipated. We succeeded, and it happened because we had the opportunity to work with and learn from many passionate and entrepreneurial people.

 

Early on, I learned the value and importance of customer satisfaction. In fact, for me, customer satisfaction is not enough…I want my customers to be delighted! And, I’ve figured out how to make this happen. When my entry-level workers are happy, they make my customers happy…and my stores more successful. And we all share in that success.

 

I believe entry-level employees are key to success.

During my 25+ years at Domino’s Pizza, I’ve run my business on a basic business fundamental that many small business owners seem to forget: entry-level employees are key to success.

 

My entry-level employees are a diverse bunch. They come from around the USA and from Mexico, Pakistan, Bangladesh, Puerto Rico, Burkina Faso and the Dominican Republic …all looking for the “American Dream.”  No matter where they’re from, my employees want the same things: money, opportunity, friends, respect and fun. Sound familiar? Your minimum-wage employees likely want the same things from your company. Keep in mind: minimum wage does not mean minimum quality.

 

I learned to invest in hiring and training people who were willing to join me in working toward a shared goal. Í created a successful business that is focused on the customer experience… that provides opportunity for my employees… that rewards hard work and commitment… and is a heck of a lot of fun!

 

I benefit from investing in my entry-level employees.

In return for my investment, I’ve benefited immensely from my minimum-wage employees’ energy, commitment and loyalty. When I enter my pizza stores, I see employees brimming with enthusiasm. My customers notice it also. People entering my stores for the first time often comment on the energy level of my team members.

 

Does this happen at your business? Would you like it to? 

 

The tips and insights I’ll share with you in Hire the American Dream truly work. They’ve worked for me for the last several decades and they can work for you. In my industry, the annual turnover for management employees is 51 percent. Do you know what my management turnover has been for the past six year? Zero!

 

I’ve received a number of awards from Domino’s Pizza for my stores’ success, including six of the International Franchise Association’s “Gold Frannies,” which go to the top 2% of store owners based on annual performance. We’ve also been recognized as the regional “Franchisee of the Year” and won the Chairman’s Champion Award, among many others! These honors mean a lot to me.

 

My employees’ success inspires me.

But, the success of my employees is even more inspiring. Each of the managers in my stores started off delivering pizzas on bicycles for minimum wage plus tips. Today, they’re all solidly in the middle class. More than 20 Domino’s Pizza stores are now owned by former employees, who have put their own spin on recruiting, retaining and rewarding minimum-wage employees. Many other former team members now work in a wide range of other careers, and credit some of their success to their experience with us! 

 

I couldn’t be happier for them. In fact, my biggest source of pride is that I’ve been able to help create the American Dream for so many of my entry-level employees.

 

As you may have guessed by now, I’m passionate about small business ownership. I believe strongly in the potential of entry-level employees. I’ve experienced the many rewards of leading by example and working toward shared success with my team.

 

I look forward to sharing my passions, beliefs and experiences with you in Hire the American Dream. I hope you find the book enjoyable and useful.

 

My Favorite Business Books

 

In addition to Hire the American Dream, there are a number of business books I recommend. Each of these books in some way helped shaped my management philosophy:

 

• Common Sense Leadership – Roger Fulton
• Delivering Knock Your Socks Off Service – Performance Research Associates
• The Fred Factor – Mark Sanborn
• The One Minute Manager – Kenneth Blanchard & Spencer Johnson
• Psyched on Service – David Corbin
• Up the Organization– Robert Townsend & Warren Bennis