And this needs to be addressed from the very beginning by incorporating an appropriate recruitment process.
Sam Burton, director of In Search of Excellence, says that selection processes in the automotive industry are often flawed.
“It is often the priority to fill the job quickly, but this can prove to be costly,” he says. “I believe that a new recruit needs to be matched closely to the culture of the business and the management style used. Many people will have the right qualifications and background, but you need to find the right personality, too.”
Burton suggests that one way of widening the pool for finding the right person for the job is by looking outside the automotive industry.
“There are many skills that are transferable from industries such as the grocery and finance trades,” suggests Burton.
“I recently had a client looking for a middle manager with sales skills. I recruited someone from the financial services sector who previously had nothing to do with the motor trade and so far it’s been good.”
Furthermore, looking outside the immediate industry stops the continuous recycling of staff, which is good for both staff and employers throughout the trade.
Once you have a sales team made up of people happy with the management style and the culture of the company, it will be easier to retain them. Ultimately this will lead to a happier and more productive workforce.