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Jared Hamilton
From: Jared Hamilton
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Exclusive Blog Posts

Women in the Dealer Workforce: Where We Are & Where We Can Go

Women in the Dealer Workforce: Where We Are & Where We Can Go

It’s no secret that women make up a small portion of the dealer workforce and turnover among women is high. By not attracting and retaining women in the …

Car Subscriptions - Q and A with Bill Playford

Car Subscriptions - Q and A with Bill Playford

I had the chance to interview Bill Playford about car subscription services, and how they're going to change the marketplace. Take a look what this ins…

Be The Exception

Be The Exception

How brilliant marketers find and follow what makes their stories different in a world full of average content DrivingSales is excited to announce th…

Keeping Up with the Joneses in Quick Lube

Keeping Up with the Joneses in Quick Lube

More than half of all sales customers will abandon your dealership’s service department in the first year. It’s a widely varying statistic &nda…

It Has Never Been Easier To Be Average

It Has Never Been Easier To Be Average

It has never been easier to be average. This post was written by Jay Acunzo, who will be speaking at the upcoming DrivingSales Executive Summit in Octob…

Recent Comments

R. J. James
How to Sharpen Your Online Marketing Efforts and Generate More Leads

R. J. James  Scott.... GREAT Question!  You are definitely a Sales Professional who is consistently looking to improve and advance. Chip "Captain Obvious"... Great advise and coaching you shared with Scott.    

Brandin Wilkinson
Are You Ready to Grow Your Dealership to the Next Level?

Brandin Wilkinson  Oh I almost forgot, for Marketing, try researching more into Jay Abraham.  He has great strategies for any area of marketing, he's a game changer!

Brandin Wilkinson
Are You Ready to Grow Your Dealership to the Next Level?

Brandin Wilkinson  Good article Michael.  I like the concept of breaking down the process for goal setting in your Sales and Service Departments.  One adjustment we made, but we're likely smaller than your dealer, was we tied every employee to the bottom line.  We've seen an increase in profit, expenses lowered (especially the small daily ones that seem to add up), and we have a culture where the majority of our advertising goes back to the clients who purchased from us, an example being sending them a hand-written thank you card along with a personalized gift, something that relates to one of their hobbies.  By doing this, we allow the client to do the advertising for us.  We've discovered that our quality of clients went up, there were more of them, the process was easier and more fun, and due to relying on word of mouth advertising for the most part, that holds every employee accountable to providing excellent customer service because they want that client, and the clients friends/family, back in the door as much as anyone else does.  It's eliminated a lot of the micromanaging in the dealership which has created a better morale and has allowed me to focus more on the leadership side of things.  There are multiple structures that could be incorporated.  I'd never go back to hourly wage now.  

Brandin Wilkinson
It Has Never Been Easier To Be Average

Brandin Wilkinson  Great article.  Intuition is the highest form of intelligence!

Mark Dubis
It Has Never Been Easier To Be Average

Mark Dubis  Maddy, thanks for sharing Jay's post.  Anyone in business and in this industry knows how important it is to provide a good customer experience.  Research shows that most customers when they leave the dealership, leave happy or satisfied with their purchase or service.  The details are what they may have had to go through to get there.  They dread the process, lack of transparency, and the games that many dealers play.  When every dealer says they are a great place to buy a car, and every website looks like same . . . consumers think every dealer is the same. If a dealer is profitable today, why should they put money into marketing that truly differentiates them from the competition, or into training to provide tools to cut their turnover.  When a dealer is average and profitable, what is the incentive to change?  Being a dealer principal today is not easy, but if they don't initiate programs to change with the times they will soon become irrelevant.I'm sure Jay's presentation in October will be great.

Colleen Harris
Text your customers now through Google My Business

Colleen Harris  Very cool Angela!! That's good to know. I was thinking there had to be ways to integrate with a system like yours.

Angela Wijesinghe
Text your customers now through Google My Business

Angela Wijesinghe  This Google My Business messaging addition is pretty cool...we've been testing it ourselves for months. Contact At Once! actually has a solution that integrates with Google's API to overcome the limitations with the bring-your-own-number approach. (For example, you can distribute those text conversations to your sales staff and/or your co-managed messaging team...all through the same Contact At Once! process you may already use for other chats/texts. Plus, you get extra insight into reporting & analytics.) Be happy to help you get it activated or get you more details. Just message me separately.

Scott Larrabee
Three Tips for Hiring the Right Dealership Salesperson

Scott Larrabee  Great points, Jack!  I would also add that offering a solid training program, flexible schedules, and benefits like paid time off are big attractions especially to someone who values these things... which I believe is a large number of employees today. Millennials definitely value these things, probably even more than super high income potential! Good and eve great salespeople leave companies because they get forgotten... all the attention is given to the under performers and managers and companies forget to challenge and push the good/great salespeople to reach their potential. I think it's like Jim Rohn use to preach.. the 80/20 rule.. 80% of your production comes from 20% of your staff. The 80% who produces only 20% shouldn't get one on one time, they should get group time.. while the 20% producing 80% of the results deserve and should get one on one time. But it's almost always the other way around! 

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