Plan to Train or Plan to Fail

Transcription

1 Plan to Train or Plan to Fail Invest in your managers Jason Volny

2 Agenda: What do customers want? What does the workforce want? 5-why principal Case study HCM Solution Copyright 2018 DrivingSales llc

3 What factors have the greatest impact on the sale? Copyright 2018 DrivingSales llc

4 #1. Liked Sales Person +47% Empathetic Build Rapport Empowered Knowledgeable Copyright 2018 DrivingSales llc

5 +44% #2. Transparency Customers who reported working first with a transparent dealer bought 44% more often than not. Copyright 2018 DrivingSales llc

6 #3. Process serves customer first, dealer second. 68% Of car shoppers DO NOT need to drive the exact car before they purchase 39% Will reject the dealership if price is not given over the phone. 50% Said they will reject the dealership if test drive is required before getting a price. 70% Want to work with fewer people in the purchase process. Copyright 2018 DrivingSales llc

7 What factors have the greatest impact on engagement and retention of people. Copyright 2018 DrivingSales llc

8 Career Path and Development 87% Of millennials perceive this to be important to their job. Gallup Copyright 2018 DrivingSales llc

9 75% Quality of Manager Leave because of things that managers can influence Gallup Copyright 2018 DrivingSales llc

10 Top Four Things Millennials Want Managers To Focus On 1 Job Clarity and Priorities 2 Ongoing Feedback and Communication 3 Opportunities to Learn and Grow 4 Accountability Gallup Copyright 2018 DrivingSales llc

11 What do they want? Customers: Empathetic Empowered Knowledgeable Transparency Management: High Sales High Gross High CSI Management Workforce Workforce: Career Path Mentorship Learning Opp. Communication Copyright DrivingSales llc

12 Copyright DrivingSales llc Workforce

13 Workforce Succession planning Leadership competencies Communication Onboarding Development Process Career pathing Task management Legacy thinking Values misalignment Copyright DrivingSales llc

14 People don t quit companies, they quit managers. - John Stumpf Copyright DrivingSales llc

15 High-Performing Sales Person High-Performing Manager Copyright DrivingSales llc

16 DMS Inventory Mgt. Key Track CRM Reputation Mgt. Copyright 2018 DrivingSales llc

17 DMS Inventory Mgt. Key Track CRM Reputation Mgt. People Copyright 2018 DrivingSales llc

18 High-Performing Sales Person High-Performing Manager Copyright DrivingSales llc

19 JUST LEARN DO IT IT Copyright DrivingSales llc

20 Copyright DrivingSales llc L E A D Learn Engage Act Develop

21 Copyright DrivingSales llc High-Performing Manager/Leader

22 HCM Leadership Training Framework High-Performing Manager/Leader Learning Objective Performance Development Communication Sales Leader Sales Manager Manager Trainee/ Sales Mentor Copyright DrivingSales llc

23 HCM Leadership Training Framework Level Title Development: Required Training Performance: Recurring Tasks Performance: Required Achievements Compensation Level 1 Manager Trainee/ Sales Mentor/ Team Leader Principals of Sales Management Team management Managing Quality Customer experience Basics of Managing Reputation New-Hire Orientation Managing Career by Level Daily one on ones Make appointment Confirmation calls Listen to 5 phone calls Walk the lot Check top 10 old age Check performance KPIs Complete training meeting 20 units sold Closing % of important KPIs 85% Daily Huddle Completion 3 modules of custom content created Participate in 10 new hire shadow Create and direct 4 training meetings 100% of the traditional sales pay plan. + Bonus is based on the completion % of the required achievements and team performance Level 2 Sales Manager Finance Department Management New Vehicle Inventory Building Relationships with OEM Building a Vendor Relationship Process Implementation Managing Responsive Selling Daily Huddle Monitor daily activities in the CRM Save a deal meeting Set goal with your sales Reps Update daily docs Review traffic metrics Plan next month s training calendar 90% new hire on time onboarding 70% task completion (recurring) 1 Career review held every 2 months Under 50% annual turnover 70% Team task completion (recurring) 5 modules of custom training content created Closing % on important KPIs Traditional compensation is split between 70% based on performance and 30% on the % of the required achievements completion. Level 3 Sales Leader Team Training Schedule Career Mapping Conducting and Interview Performance Reviews Recruiting New Talent Line the cars Send out nightly Prepare for FTA Take 3 top performers to lunch Attend 2 leadership workshops per year 100% new hire on time onboarding 85% task completion (recurring) 1 Career review held every month Under 39% annual turnover 80 % Team task completion (recurring) 10 modules of custom training content created Closing % of important KPIs Same as Level 2 + Plus % bonus if minimum % of Level 3 Performance achievements are complete Copyright DrivingSales llc

24 Copyright DrivingSales llc Step 1: Assess Your Managers

25 Copyright DrivingSales llc Step 2: Plan Map Growth Opportunities

26 Dealership Career Map BDC Agent Buyer Finance Director Product Specialist Team Leader Finance Manager Internet Sales Marketing GSM Used New Copyright DrivingSales llc

27 Copyright DrivingSales llc Step 3: Develop: Create Growth Opportunities

28 Manager Leader Copyright DrivingSales llc

29 Copyright DrivingSales llc Step 4: Measure Monthly performance Reviews

30 HCM Leadership Training Framework Level Title Development: Required Training Performance: Recurring Tasks Performance: Required Achievements Compensation Level 1 Manager Trainee/ Sales Mentor/ Team Leader Principals of Sales Management Team management Managing Quality Customer experience Basics of Managing Reputation New-Hire Orientation Managing Career by Level Daily one on ones Make appointment Confirmation calls Listen to 5 phone calls Walk the lot Check top 10 old age Check performance KPIs Complete training meeting 20 units sold Closing % of important KPIs 85% Daily Huddle Completion 3 modules of custom content created Participate in 10 new hire shadow Create and direct 4 training meetings 100% of the traditional sales pay plan. + Bonus is based on the completion % of the required achievements and team performance Level 2 Sales Manager Finance Department Management New Vehicle Inventory Building Relationships with OEM Building a Vendor Relationship Process Implementation Managing Responsive Selling Daily Huddle Monitor daily activities in the CRM Save a deal meeting Set goal with your sales Reps Update daily docs Review traffic metrics Plan next month s training calendar 90% new hire on time onboarding 70% task completion (recurring) 1 Career review held every 2 months Under 50% annual turnover 70% Team task completion (recurring) 5 modules of custom training content created Closing % on important KPIs Traditional compensation is split between 70% based on performance and 30% on the % of the required achievements completion. Level 3 Sales Leader Team Training Schedule Career Mapping Conducting and Interview Performance Reviews Recruiting New Talent Line the cars Send out nightly Prepare for FTA Take 3 top performers to lunch Attend 2 leadership workshops per year 100% new hire on time onboarding 85% task completion (recurring) 1 Career review held every month Under 39% annual turnover 80 % Team task completion (recurring) 10 modules of custom training content created Closing % of important KPIs Same as Level 2 + Plus % bonus if minimum % of Level 3 Performance achievements are complete Copyright DrivingSales llc

31 Copyright DrivingSales llc Step 5: Reward Monthly performance Reviews

32 HCM Leadership Training Framework Level Title Development: Required Training Performance: Recurring Tasks Performance: Required Achievements Compensation Level 1 Manager Trainee/ Sales Mentor/ Team Leader Principals of Sales Management Team management Managing Quality Customer experience Basics of Managing Reputation New-Hire Orientation Managing Career by Level Daily one on ones Make appointment Confirmation calls Listen to 5 phone calls Walk the lot Check top 10 old age Check performance KPIs Complete training meeting 20 units sold Closing % of important KPIs 85% Daily Huddle Completion 3 modules of custom content created Participate in 10 new hire shadow Create and direct 4 training meetings 100% of the traditional sales pay plan. + Bonus is based on the completion % of the required achievements and team performance Level 2 Sales Manager Finance Department Management New Vehicle Inventory Building Relationships with OEM Building a Vendor Relationship Process Implementation Managing Responsive Selling Daily Huddle Monitor daily activities in the CRM Save a deal meeting Set goal with your sales Reps Update daily docs Review traffic metrics Plan next month s training calendar 90% new hire on time onboarding 70% task completion (recurring) 1 Career review held every 2 months Under 50% annual turnover 70% Team task completion (recurring) 5 modules of custom training content created Closing % on important KPIs Traditional compensation is split between 70% based on performance and 30% on the % of the required achievements completion. Level 3 Sales Leader Team Training Schedule Career Mapping Conducting and Interview Performance Reviews Recruiting New Talent Line the cars Send out nightly Prepare for FTA Take 3 top performers to lunch Attend 2 leadership workshops per year 100% new hire on time onboarding 85% task completion (recurring) 1 Career review held every month Under 39% annual turnover 80 % Team task completion (recurring) 10 modules of custom training content created Closing % of important KPIs Same as Level 2 + Plus 20% bonus if minimum % of Level 3 Performance achievements are complete Copyright DrivingSales llc

33 Take Away: 1. Focus on the guests experience by focusing on your manager s development. 2. Build an HCM Leadership Training Framework 3. Work the cycle: Assess > Plan > Develop > Measure > Reward 4. Measure results: Monthly reviews to measure their required achievements Copyright DrivingSales llc

34 Thank you Jason Volny