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Jared Hamilton
From: Jared Hamilton
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Allan Cooper

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Exclusive Blog Posts

2017 Presidents Club Insights - Patrick McMullen

2017 Presidents Club Insights - Patrick McMullen

Listen to what Patrick McMullen from MAXDigital has to say about the future of automotive, what dealers can do today to prepare, and how DrivingSales Presi…

Five Tips for Selling Used or Certified Pre-Owned Vehicles

Five Tips for Selling Used or Certified Pre-Owned Vehicles

Selling used or certified pre-owned vehicles can be daunting task. With prices, laws, and competition varying across the country selling a pre-owned car fo…

What Motivates Your Employees to Perform?

What Motivates Your Employees to Perform?

Sorting through resumes, you find applicants who show potential. There are some with experience to walk on the job and set your service department abla…

How to Recruit the Best Talent for Your Dealership

How to Recruit the Best Talent for Your Dealership

Employee turnover can cost a dealership approximately $400,000 per year through lost sales, service offerings, new hire search, and training expenses even …

2017 Presidents Club Insights - Mark Brown

2017 Presidents Club Insights - Mark Brown

Hear from Mark Brown, sales director at Grappone Auto, about what he thinks is coming for the auto industry, how dealers can prepare, and how the DrivingSa…

We’ve already established the importance of employee retention. Now let’s look at some practical ways to keep your best and brightest on board. Giving good employees a measure of autonomy lets them know you trust them. When success is in large part an individual responsibility, individuals tend to step up to the plate. Although mentoring and training are important for all employees, letting competent individuals have ownership over their work is a great motivator. Help them create a plan of action based on their strengths, then step back and let them flourish. And ALWAYS reward a job well done. Also make sure you regularly solicit feedback from employees. You should be informed on the overall feeling and culture at your dealership, and not just what management thinks. It’s also very important to find ways to incorporate that feedback into the culture. If employees feel they have voiced their opinions and their opinions are being ignored, they will be less motivated and are much more likely to look elsewhere for gainful employment. Take the time get feedback and use it to improve your dealership culture.

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