Stop the Bleeding – 4 Fail Safe Solutions That Will Limit Turnover
Why is turnover such a major issue in the “Sales Departments” in our industry? It’s not like the problem is a new issue on the horizon. The brutal truth is that this issue has been a topic of discussion for the entirety of my 24 year career as a teacher. Dealerships all over the World still struggle with turnover, especially in the sales side of their business. Turnover, the loss of talent, is a hidden activity based cost that is more expensive than people want to accept. There is no line on the financial statement that measures the expense but I promise it is costing you a fortune. The good news is there are 4 Solutions that will limit your turnover and increase your SALES DEPARTMENT profitability.
Our current approach to the problem is flawed from almost every angle. As and Industry our tendency is to Recruit Fast, Train Seldom, Never Coach and Fire Slow. Let me pull the curtain back on this Game Plan: It Does Not Work. The days of hiring in groups and throwing the “New Hires” on the floor to see who sticks are gone. Letting poorly prepared people practice on Real Customers is Insanely Ineffective and Expensive. This approach is a “band aid on a cut” mentality at best. Have you really solved anything by plugging a group of new people into the same flawed approach? The answer is No.
Recruit Slower to Get Better Recruits- How do you get a job in Automotive Sales? Show up for the interview. If it is really that easy to get a position in sales at your Dealership you are approaching the recruiting process incorrectly. If the sales position is so easily filled, what does it say about the value of the position? What is your interview process? How many people interview the potential candidates? Have you created a “Talent Indicator” Standards Evaluation Process? What are your Scoring Standards for Hiring?
The Remedy: The fact is the more difficult you make the hiring process, the interview process; the higher quality recruit you will attract and ultimately hire. You must slow down the process and create a defined Recruiting Plan. In our Leadership Programs we teach Dealers and Managers a new Recruiting Process that serves to limit “miss-hires” and improve final candidate selection. The Solution; Raise Your Recruiting Standards and never settle because you are Short of People.
Create a 12 Week Campaign- What currently happens at your Dealership when a new group of sales candidates show up for their new career in Sales? What strategies do you have in place that will allow you to properly direct their Career Path from Day One in a successful manner? Is their a “90 Day Process Plan” at your dealership with check points along the way? Does each New Hire have a defined game plan for Growth targeted to their Individual Point of Need? The odds are you just said, “No” or Not Really”. The solution requires hard work and daily diligence but the results are amazing.
The Remedy: You must create a 12 week Education Program designed to enhance the individual’s opportunity for success. Each week you must assign specific Learning Objectives and hold the new recruits responsible for the successful completion of those objectives. The only way to advance to “Week Two” is to complete the assignments from “Week One” and the same should be true of each subsequent week during the first 90 days. Let me share a business fact with you; a sales professional is a person who works on themselves everyday. Individuals who prove themselves unwilling, early in their career, to work on their personal development will not enhance your Dealership or Team.
The 20 Minute Daily Solution - How many days a week do you teach and educate your people? What does your on-going training program require of the student? Is the program pre-planned, well prepared and powerfully delivered? Is the content assigned based on the individual needs of students? Are you a Learning Organization from Top to Bottom? Do you coach around the processes you have taught? Are you providing guidance and feedback regarding each student’s progress or lack thereof? If not, here is a solution.
The Remedy: Schedule 20 Minute a Day Practice, Drill and Rehearse Sessions designed to develop and improve the Knowledge, Attitude, Skills and Habits of your recruits. Each daily session should have specific content designed to close a perceived Gap. The Rules; Start and End on Time; don’t combine the teaching sessions with a Sales Meeting; Have Fun and Teach Like there is No Tomorrow.
Stay True To Your Standards: The Brutal Fact is that we hang on to people far too long that are not a fit for our organization. There are many reasons why we make the mistake. The key is to commit today to stop making this costly mistake.
The Remedy: When you have provided the person every opportunity to be successful and they simply don’t have the knowledge or possess the skills, demonstrate the attitude or possess the winning habits required to be successful don’t be hesitant in your decision. The key is to support your team and “Fire rapidly and Stop the Bleeding.”
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