Transcript Retention Starts at Hire

Recruiting and Training, LLC
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Benefits for Retention
Starts at Hire
Training and Development
Management is the Key
Clear Expectations
Procedures and Accountability
Compensation and Incentives
Allow for Growth
Why You Can’t Afford Turnover
Handling Resignation
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Long term Benefits
 Increased Sales
 Increased Profit
 Better CSI
 Easier to Manage
 Enjoyable Atmosphere
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Advertise more effectively
Attract the best
Respond Immediately
Interview Professionally
Background and Drug Screening
Personality and/or Sales Aptitude Evaluation
Dealership Standards - Pride
Loyalty and Dependability
How many do you need?
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Company Orientation
Product Knowledge
Industry Knowledge
Customer Service Philosophy
Sales Training – No Substitute
 Timely, Relevant, Realistic and Reoccurring
 Active Engagement Exercises
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Management must be Leaders
 Managers are the Key
 Create a Challenging, Healthy and Competitive Environment
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Treat Salespeople as a Valuable Commodity
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Salespeople Quit Managers, not Companies
Never Threaten Job or Income
Treat Sales Team with Respect
Written and Verbal Appreciation – Monthly
Treat all Salespeople Equally
Salespeople as Business Partners
Management Generated Turnover
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Inspire and Empower vs. Direct and Control
 Lead by Example, Praise Achievement,
Open Communication
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Creates Best Performance
 Involve Salesperson in Goal Setting
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Hold Your Salespeople Accountable
Daily Activity Review
Address Issues Head-On
Within the sales system, what is causing the
salesperson to fail?
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Exact Road Map
 Detailed steps, no “winging it”
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Management Income Directly Related to Sales Team
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Mandate Specific Time for Prospecting New Business
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Daily Tracking and Monitoring of Activities
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Is Everyone in the Dealership Involved with and/or
Supportive of the Selling Process?
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Is There Conflict Between Departments?
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Understandable Salary Increases tied to
Achievement
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Commissions and Bonuses
 Easy to calculate on a daily basis
 Same plan for entire sales team
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Recognition
 “Top Gun”, “President’s Club”, “Winners Circle”,
“Extra Mile”
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Sales Incentives Must Excite All Salespeople
Offer Low Cost “Perks” and Salary Incentives
 Longevity
 Produce Set Number of Outside Sales
 New Hire Plan
 Extra Days Off, Long Weekends, Holidays
 Reimbursement Programs
▪ Car Payment, Insurance, Gas, Health Club,
Oil Changes, Travel Benefits
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Ongoing Training
 Provide Latest Technology
 Outside Professionals
 Management must participate
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Personal Development
 Backup Management Duties
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Training Director
Assistant Manager
F&I Backup
Closer Positions
Mentor a New Salesperson
 Freedom to Express Opinions
Recruiting and Training, LLC
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Dealership Most Valuable Asset
 Fully Trained and Seasoned Salespeople
 Best Ambassador
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Possess Positive Attitudes, Self Motivated, Strong Desire to
Succeed
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Develop Loyal Following
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Excessive Turnover hurts Morale
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Costly in Terms of Time, Energy and Money
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Negative Impact on Customer Loyalty
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React Immediately
Prevent Common Knowledge
Know and Understand Exact Reason(s)
Why Should They Stay?
Solve the Salesperson’s Problems
Prevent Further Resignations