7 Actions To Onboard Millennials

Transcription

1 7 Actions To Onboard Millennials Jennifer Suzuki President e-dealer Solutions Aventura, FL Tom Carney Lead Instructor, Variable Operations National Automobile Dealers Association Tysons, VA

2 The views and opinions presented in this educational program and any accompanying handout material are those of the speakers, and do not necessarily represent the views or opinions of NADA. The speakers are not NADA representatives, and their presence on the program is not a NADA endorsement or sponsorship of the speaker or the speaker s company, product, or services. Nothing that is presented during this educational program is intended as legal advice, and this program may not address all federal, state, or local regulatory or other legal issues raised by the subject matter it addresses. The purpose of the program is to help dealers improve the effectiveness of their business practices. The information presented is also not intended to urge or suggest that dealers adopt any specific practices or policies for their dealerships, nor is it intended to encourage concerted action among competitors or any other action on the part of dealers that would in any manner fix or stabilize the price or any element of the price of any good or service.

3 Objectives Update pre and post hire processes to attract and retain younger sales associates Identify pay plans that will motivate and retain Prepare consistent training programs that engage your new hires all year long so you promote career growth Pre and Post Hire Processes Checklist Pre First Day On Job GM introduces existing team member to new hire via First Day On Job Team member calls new hire to welcome, ensure there are no concerns, establish date/ time at dealership to meet staff Team member handles new hire address, work space, logins including computer, ipad, Surface New hire introduced by team member to all department heads and sales team via dedicated meeting New hire receives applicable training manual flash drive/dropbox/pdf Receives upcoming training schedule that begins on start date Receives career path plan with goals, standards and benchmarks to include sales goals for first, second and third month GM/Manager provides pay plan copy Welcome gift ready on new hire workspace

4 Pre and Post Hire Processes Checklist Team member welcomes and introduces work space, business cards, , logins cheat sheet, lunch room, conference room, bathrooms General Manager introduces new hire to sales team in one-on-one meeting General Manager meets with new hire to review growth plan, next 30 day goals, work schedule, expectations, scheduled time of sales meetings HR website/ complete online forms Start certification/online product training modules What Updates Will You Make To Your Onboarding Process? What You Need: Vision for your store Sales consultants job description Sales consultants pay plan Manager job description Manager pay plan Three year retention plan Current career path for sales consultant and manager

5 What Updates Will You Make To Your Onboarding Process? Take all of the components above and refine your current processes and actions 1. Role Description - (I.e. - New job title that does not include sales / Update to include behavior drivers and outcomes.) 2. Onboarding Process (This should be a well thought out three month plan that is monitored with one on one's daily and weekly.) 3. Three year compensation plan (I.e. Plan that shows where will the salesperson will land in: One-year, $50k/ Two-year, $75k/ Three-year, $100k.) 4. A plan that is in your compensation plan (I.e. Incorporate whiffs and spiffs, Level equates to bonus in salary) 5. Managers pay plan (I.e.Aligned with the job description and pay plan of sales consultant. What should it be?) 6. Clearly defined career path for my employee - (I.e. Three year plan)

6 Training Meeting Agenda Training Topic Goals/Objectives (What they will learn and benefits) Date Time Manager Dealership Key Points (Actions you expect to see/hear this week) Examples (What will the actions sound/look like? Use for your Handout ) Demonstrate (How will you show your team what it sounds like/looks like? Tie all examples together.) Activity Feedback/Recognition ( What and Why - What did they do and why is it good/bad?) Touch Ups (Engaging questions that encourage conversation about what is learned and how it s being implemented) * Every meeting should include a handout and checklist