Fahrvergnügen Volkswagen Dealership INTRO

Transcription

1 Fahrvergnügen Volkswagen Dealership INTRO History of the Company/Problem Good day and welcome to the new and improved Volkswagen Dealership, Fahrvergnügen. Whether you were hired recently or have been working at the dealership for an extended amount of time, the goal for the new owners is to make it feel like this is the first day on the job for you. Many employees across the US at many Volkswagen dealerships were aware of the software issues on certain models of diesel cars and exploitation of the situation was inevitable. A responsible management team would have come forth with the information about the cars immediately. As the new owners of the dealership, we have collectively made the decision to move forward and rebrand ourselves as an ethical Volkswagen dealership in the Salt Lake Valley. Also, we understand that there were compensation issues and although we are unable to increase pay at this time, your hard work and dedication to Fahrvergnügen will be rewarded with a secure and friendly work environment. Additionally we ve been informed that high morale and a solid line of communication was lacking between employees and management. By filling this gap, we will work together as a team towards a cohesive organization resulting in great customer service and boosted sales. New Company Structure(Described Later)

2 INDIVIDUAL INTRODUCTION Tyler Co Manager in the Sales Department As the new co manager of the Sales Department, I will be working alongside Christina to complete final deals on car purchases and ensure that our department runs smoothly and efficiently. Specifically, I will be in charge of training employees to help them to become better salespeople. I have a personality style described as a driver. This differentiates me from others because I am very motivated and I have high expectations. I prefer things to be done in a timely manner and to the best of our abilities at all times. While I do have high motivations and expectations, I do understand that life happens and there are some problems that we just cannot control. If you have issues with personal problems conflicting with your work, please come see me and we will be able to discuss the best outcome for the situation and problem. Christina Co Manager in the Sales Department As the new co manager for the Sales Department, I will be working equally alongside Tyler to close final deals on car purchases and ensure that our department runs smoothly and efficiently. Specifically, I ll be in charge of resolving any conflicts that arise between employees and customers. I am someone who is a driver and what differentiates me from others is that I am not afraid to step in and take action when things aren t going smoothly. So, whenever any team member finds themselves in a conflict between customers or even with other team members in their department, then please come see me. Matt Top Manager for the Finance Department As the new manager for the finance department, I will be working with each and every member of the department in order to ensure that our prices are as good as they can be. I will also strive to recreate a team atmosphere between members of the finance department and other departments as well. As an analytical personality type, I have a keen eye for detail and a knack for problem solving. Although I may be a more

3 stoic person in terms of emotion, I am empathetic and compassionate to other people's needs. With that being said, I am much better at organizing, dissecting reports and problems, and developing a logical course of action. I will be with the rest of you diving into quotes and evaluating loan applicants as often as I can. I would like to maintain the open door policy shared with my co managers and welcome anyone to come and discuss anything, whether it being a problem, an issue with working conditions, or even if you would just like to chat. Cassandra Top Manager in the Customer Relations Department As the new manager of our Customer Relations department, I will be working with the department s team members to ensure that we are doing all that we can for our ever changing customers. Trends and preferences of customers is always changing and in order to optimize our customers experiences, we need to work together to be as flexible and open minded as possible. As an expressive person, I find great importance in being empathetic with others and making sure that their experiences are comfortable and satisfying. Though I will not hesitate to put my foot down when I feel it is necessary, it is my role and the rest of the department s role to take care of and be there for our customers. I encourage all team members, those on the yellow team or otherwise, to come and chat with me about anything. Showing customers that we care about each other will set a great example for the type of care that they will receive at our company. Dave Top Manager in the Mechanics Departments As the manager of the Garage personnel, I will be working with the mechanics to streamline repairs and maintenance on Volkswagons. Proper and efficient work by the Blue Team is yet another way to impress our customers and has potential to create a long term relationship with them. Once a car is sold, staff will be relying on you to put your head down and get cars in and out in a timely manner and in better condition than when they arrived. Although the culture in the garage might be completely different than in other departments, the culmination of all the staff s hard work will lead to the success of Fahrvergnügen. As with other team leaders, I have an open door policy and

4 you may feel free to come to me with any personal or work issues you might have. Although I am your manager, I am also a part of the Team and I am always available to help on the floor. I can turn a wrench with the best and I m not afraid to get my hands dirty so please keep in mind that I am a team member as well and will alway be on standby to jump in if needed. LEADERSHIP In order to regain the trust of our customers and the teamwork of our fellow team members, we are undertaking a shift to transformational leadership. Transformational leadership requires a constant effort from management to convey a mission, inspire and encourage employees to develop innovative new ideas for the company, and offer as much support to employees as possible (especially as we undergo this transition). This shift will involve injecting a strong sense of culture into our company. In order to develop this culture we have developed a new Company Vision. Our vision is to: Provide our employees satisfaction with their work and empower them to make a meaningful contribution to the company. Maintain profitability in order to ensure long term viability and employee security. And earn our customer s trust and loyalty by providing superior customer service and quality products. Along with our vision we have developed both short and long term goals to meet our vision statement and bring our company back to profitability. Our short term goals are a segway to our long term goals. Our short term goals are to: Show up to work on time, not only physically ready to go, but also mentally checked in to help customers and one and other. Be open minded to new experiences and others ideas.

5 Be hardworking in order to help further the company but also to further yourself as a person. Our long term goals are to: Rebrand our company according to our new vision, in order to maintain customer satisfaction, and team happiness. Demonstrate to the community that we have made changes that accommodate their buying experience better. Re establish good working relationships with our suppliers, fellow team members, and our customers. MOTIVATION Why is motivation lacking? Expectancy Theory there was no motivation because employees didn t see a positive outcome (they were under paid and under appreciated) coming from their efforts. Key Motivational Problems Under paid Under appreciated No leadership See the company as doomed How to Address Key Motivational Problems Create teams The biggest change our company will implement is creating work teams for each department. Each team will function as a unit to carry out work related tasks, functions, and activities. Instead of thinking of being an individual in the company, start seeing yourself as a member of a team. These teams will give more participation and responsibility to employees to reach a certain goal. This will really force employees to work together, appreciate, and motivate one another instead of having the difficulty to motivate oneself individually.

6 Create a company pride through motivational factors. One of our main visions for this company is employee satisfaction. It is clear that employees were not being recognized for their hard work and as a result led to low to none motivation and dissatisfaction. This is something we really want to change. We will be implementing five motivational actions (described below) that really focus our attention on the employees. We believe that you are the core to our company and are what makes this company successful. After all, your success is our success. Maslow's Hierarchy of Needs Five Motivational Actions Rearrangement of the work place. We want to ensure that all our employees are working in a safe, open, and comfortable work environment. This means that instead of working in cubicles or other closed off areas, we will be removing things like dividers and will rearrange the space to be more of an open concept. Instead of working solely as an individual in a closed off space, this arrangement will allow everyone to work and share ideas with each other. Profit Sharing Program

7 In addition to employees current salaries/wages, we will implement a profit sharing program in which a portion of our company s profits at the end of the year will be paid into a profit sharing pool that is then distributed to all employees. Employees will have the option of deferring all or part of the distribution to a retirement account. This program is not an immediate implementation, but it will be once profits start rising again. Potluck Night Every third Friday of the month is Potluck Day in which everyone can attend. They can bring family, some of their close friends, and most importantly, bring food! Each potluck day will have a fun theme and there will also be games. This will be a fun activity where everyone can come together, have fun, and most importantly feel like they re apart of one big team. Team Member of the Month At the end of every month, one team member from each of the four teams will be recognized for their hard work and effort they have put into their teams. The executive managers will not be involved in determining who gets the nomination; instead, the nomination will solely be based off of fellow peers within the teams. There will be a drop box in each department which employees can slip in a name and explanation for who they think has worked extra hard that month. The employee who has the most nominations will have their portrait displayed in the front office. Employee of the Month Taking a step further from the previous award, there will also be an Employee of the Month awarded to one employee who has had high performance and continues to grow in our company. Each of the executive managers will choose someone in their team who they think has been performing high and working hard and later consult with the rest of

8 the executives whom the Employee of the Month award should go to. Their portrait will also be displayed in the front office. TEAMS Why did you all see yourselves as individuals? The previous culture of the company was navigated by self interest. No leadership There was little leadership with the previous owners of the company. We want to change this and create a stronger sense of leadership, but a leadership that is open to communication, involvement, and new ideas. No praise to others because each individual wasn t being praised. Praise is important in this company. Each member of this company is important to its success. Praising each other will help to make everyone feel that they belong here and they enjoy coming to work. The Benefits of Being a Team Intellectual Stimulation This company encourages innovation and creativity, as well as critical thinking and problem solving within a team. This can help the company and each individual to grow and expand, because there is always the possibility for new ideas and communication within the organization as a whole. Complementing Strengths One of the biggest benefits of being a member of a small team is complementing strengths. Each team contains a range of different personalities. These different types of personalities contribute to the right balance of skills necessary to achieve high performance. Flexibility Opportunities

9 This allows flexibility to improvise, since each situation is unique. This also helps to avoid failure traps and to avoid conflict. This is desired because there is a decrease in order and direction, allowing for a higher value to exist. There are not only many benefits of being a member of a small team, but there are also many benefits of being a member of the company as a whole. Company Wide Communication This creates a sense of comfort and allows for communication to flow freely and efficiently through individuals, teams, and the company. Company communication is key to our success. Wider Sense of Ownership. If each individual and team is allowed to have their ideas heard and implemented, this can create a stronger feeling of ownership within the company. This is important because we can only succeed if each individual and small team works together. Team Contributions/Goals Tyler and Christina Team Black Team Volume Sales Incentive The team as a whole has a projected sales volume each month. If they reach it, they get a reward. Matt Team Green Rewards for innovative ideas that help profitability of the company Cassandra Team Yellow Incentive System based on Customer Reviews Dave Blue Team Pleasant Work Environment Radio in the Shop (Personal Radio)

10 Closing Statement We know we are making some big changes. To prevent any culture shock, we are going to ease into each step as a team. Supporting each other, helping others to be as successful as they can be, and coming to the management team with any questions or concerns is what will make this transformation a success. We, the management team, are here to ease the change. Come to any one of us if you have questions or concerns. This could be a quick clarification or a concern about new procedures. We are open to and are encouraging these discussions about your ideas! However, we are here to make some changes. If we cannot work together and as a team we won t be able to grow and become a stronger company. This means that we are asking each team member to show up, to be on task, and to be open minded during this process. Once again, the management team wants to stress that while each team has individual goals that need to be met, we are also a company and have to view ourselves as one big team as well. This means that we need to keep with company goals and expectations because we need each other to succeed!