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Industry Trends Training

Max Out Productivity

We have had some much-needed good news for dealership productivity over the past few weeks. Parts of the United States are opening to nearly full capacity.  The number of unemployed workers declined a bit as businesses brought back furloughed staff or hired new team members. And, vehicle sales picked up in May, averaging 12.2 million vehicles on an annualized basis, according to Autodata. While no one is popping any celebratory champagne corks, the positive headlines are a balm to our bruised economy.

However, the COVID-19 pandemic remains a real threat. Hot spots continue to flare, sending record numbers of people to the hospital. A large percentage of Americans are still hesitant to visit businesses in person, instead relying on the online platforms that have sustained their lives since mid-March. As a retail auto dealer, how do you maximize your opportunities to sell vehicles?

Digital options pay off in productivity

Since we have all been forced to rely on our online tools during the shutdown, more sales are taking place on digital platforms. A recent Cox Automotive survey found that over half of consumers plan to complete at least some portion of their purchase online. Dealers are encouraging customers to use online shopping tools, including online chat, virtual test drives, trade-in valuation, and financing calculators. However, simply providing online tools is not enough to differentiate your dealership from the competition for today’s consumers.

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Industry Trends

Keep On Keeping On

Contributing Author: John Stephens Executive Vice President EFG Companies
Contributing Author:
John Stephens
Executive Vice President
EFG Companies

We are halfway through a very interesting year in retail automotive. If you had planned for flat sales, lower OEM incentives, and interest rates bumping along the lower range, congratulations! You’ve planned for this situation and hopefully are managing well. Going forward, you’ll need to stay the course. The forecast for the second half of this year and all of 2020 appears to be equally bumpy.

The Economy

On June 19th, the Federal Reserve chose to keep interest rates steady in the near term, but retained an option to cut rates as economic risks mount and inflation remains stuck below their target. But amid continuing trade tensions and slowing global economic growth, the Fed is preparing for the economy to take a hit and is keeping an interest rate ace up their sleeve.

There are other indicators of a stalling economy. A subdued global economy, increased corporate stock buybacks, and some spikes in lay-offs will keep business bumpy throughout 2019 and into 2020. Significant peaks and valleys in the stock market have caused unrest. The good news is that investors are predicting another recession in two to three years, meaning a recession may still be a few years off.

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Industry Trends

Managing Millennials

Eric Fifield Chief Sales Officer EFG Companies
Contributing Author: Eric Fifield Chief Revenue Officer, EFG Companies

“Millennials are just plain lazy.”

“How do you manage a group that doesn’t want to do any work, and expects rewards for just showing up?”

“I just won’t hire them.”

Do these statements sound familiar? Millennials have gotten a bad reputation from popular media. But, you’d be surprised at just how much of your current workforce is made up of Millennials.

The Center for Generational Kinetics defines Millennials as those born between 1977 and 1995. Those employees of yours that are in their 30s and early 40s are, in fact, Millennials. Would you apply the statements above to them? Probably not.

At 80 million strong, Millennials now represent the most influential generation in the marketplace. They are quickly making up the majority of consumers and employees. So, for those of you saying that you don’t know how to manage this new generation, I have good news for you. You already are managing them.

Contrary to popular belief, managing Millennials isn’t that different from managing other generations. It just takes understanding their key motivators.

Millennials are motivated by having a work-life balance, a clear path for advancement and growth, and recognition for achievement. They are also more motivated if they believe in the value of the work.  Does that really sound that different from Gen X, or even Boomers?