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The drive-through line stretches around the building. Inside, a young manager is frozen, trying to decide how to deal with a well-meaning employee who is being so kind and solicitous to customers that it’s slowing down the queue. Again. Should she say something? Risk a confrontation? The employee is twice her age and has made it clear he doesn't appreciate "kids" telling him what to do.
So she says nothing. And another small crack forms in the foundation of what should be a thriving workplace.
This scene plays out daily across thousands of quick-service restaurant locations, contributing to a staggering reality: annual employee turnover rates often exceed 100%. But what if the problem isn't the employees themselves? What if it's how they're being managed?
Dr. David Yeager, a leading behavioral scientist and founder of the Texas Behavioral Science and Policy Institute, has spent years studying what makes young people thrive in workplace environments. His research revealed the big mistake many organizations make every day: managing them through the “Enforcer Mindset."
Managers with this mindset set high standards—which is good—but pair those standards with low support. They focus on catching mistakes, enforcing rules, and exerting control through criticism and consequences.
Dr. Yeager's work showed that this approach, especially with young employees aged 18-25, backfires spectacularly. Young people are particularly attuned to status and respect, but older folks feel this too. When critical feedback threatens these core psychological needs, it doesn't motivate improvement—it triggers a disengagement cycle. Employees shut down, do the bare minimum, and start looking for the exit.
Recently, we started working with a restaurant chain facing annual employee turnover of 100%+. Many relatively inexperienced managers lacked effective communication tools to help them respond to challenges and create positive, high-performance work environments. Difficult conversations turned confrontational. Young managers avoided tough discussions entirely to keep the peace. And exceptional managers who naturally knew how to coach their teams? Their wisdom stayed locked in individual locations.
Dr. Yeager coined the term "Mentor Mindset" to describe a fundamentally different approach: maintaining high standards but pairing them with highly supportive management styles.
What’s the Mentor Mindset? Think about the best teacher, coach, or boss you've ever had. They challenged you and held you to high expectations. But they also made you feel like they were in your corner, invested in your success, believing in your potential even when you doubted yourself. They coached you to be better and reach higher instead of shining a spotlight on your faults.
That's the Mentor Mindset in action.
The restaurant chain recognized that shifting to this approach was essential business strategy. When employees feel valued, supported, and empowered to grow, they deliver better service, work more efficiently, and stay longer. It creates a virtuous cycle benefiting everyone.
But implementing this across thousands of locations required more than good intentions.
Working directly with Dr. Yeager and his research team, the company partnered with RapidCanvas to develop an agentic AI-powered coaching application that would democratize the mentor mindset across their entire organization.
Available at all times in a mobile app downloaded to the manager's existing smartphone, the AI coach was trained on two carefully curated knowledge bases: Dr. Yeager's psychological research on growth mindset, motivation, status, respect, and effective feedback delivery, plus anonymized dialogue examples from the chain's highest-performing managers who naturally embodied the mentor mindset.
In less than three months, the tool went from concept to deployment. Managers use natural language to ask any question, from handling a crew member's lack of initiative to addressing sensitive issues like dress code violations, and receive guidance grounded in both behavioral science and institutional wisdom. The system emphasizes five key elements from Dr. Yeager's work:
Agentic AI enables customized answers for specific manager questions, not just a rote set of generalized responses to common situations. This makes it both a great reference tool, and a powerful means of ongoing management education.
The impact was swift and measurable. Within three months of deployment, participating restaurants reported significant reductions in employee turnover—translating to thousands of dollars saved and improved customer experience. Managers consistently reported their locations became "calmer places to work," with almost every manager and assistant manager adopting the tool.
Real-world examples illustrated the transformation: A manager dealing with an employee who never showed initiative used the AI's question/answer approach and reported, "I said what it told me, and he did the task—and was really proud of himself!" Another manager navigating a sensitive jewelry policy violation learned to ask "why" first, discovering the bracelet was from a deceased friend—leading to a compromise that honored both the rule and the employee's emotional needs.
Managers reported leading with greater skills and confidence, naturally incorporating mentor mindset principles even without consulting the AI. The Mentor Mindset framework became internalized, with managers asking more authentic questions and positioning themselves as development partners rather than enforcers.
This isn't just a QSR story. Any organization with a high employee count and high employee attrition can leverage technology and the mentor mindset to change the management culture, make employees feel empowered and valued, and become an employer of choice instead of one of last resort.
High-turnover challenges plague numerous industries:
The list goes on.
Dr. Yeager's research has consistently shown that people thrive when they are treated with respect, given clear expectations, and are genuinely supported in meeting them. The mentor mindset—high standards paired with high support—isn't just theory. It's a framework that changes lives and transforms organizational culture.
When managers demonstrate investment in each employee's success, the disengagement cycle breaks. This is Dr. Yeager's fundamental insight: young employees aren't leaving because work is hard. They're leaving because they don't feel valued, respected, or supported in becoming better.
Agentic AI enables the benefits of Dr. Yeager's critical insights to be adopted at a tremendous scale. Managers get to use it 24/7, asking questions in their own words and getting customized answers tailored to their immediate need—whether they're facing a difficult conversation at 6 AM or handling an unexpected situation during a late-night shift. This on-demand access means every manager, regardless of experience level, can tap into world-class behavioral science and institutional wisdom exactly when they need it most.
Mentor mindset doesn't just reduce turnover. It transforms culture.
Ready to bring the mentor mindset to your organization? Learn how AI-powered coaching solutions can help you scale behavioral science principles and institutional wisdom across your entire workforce.
