Monro Inc. recorded another double-digit drop in sales for the final three months of 2020, and the company says it was due in large part to not having enough technicians in its stores to meet market demand.
Tire dealers are well-acquainted with the economic impact of COVID-19. Retail sales plummeted after the initial shock from the pandemic, but then began to recover as stimulus checks were deposited into Americans’ bank accounts and stay-at-home orders were eased.
Most independent tire dealers get into the tire and automotive service business because they enjoy fixing vehicles or selling things. Many probably started working for a larger chain or their father/mother/grandparents and got pretty good at fixing and selling, so they thought, “I’d like to be my own boss doing this.” And they scraped together enough cash, took on enormous debt, and hung their shingle outside.
Due to the boom of the internet, social media, and web 2.0, you are competing for the talents with every single other employer out there regardless of industry. What can be done to make sure a young, energized, and ambitious mechanically inclined young adult ends up working on cars?
What really separates you from the competitor down the street is the people in your building. And it’s not what they know. It’s the things you can’t teach. Do they care? Do they listen? Do they act like they want to make things right?
Each month we ask members of our National Advisory Council (NAC) a question or questions on a current hot topic. Last month we asked, “Is drug testing part of your hiring process? How much of a problem is drugs in your workplace? If you discover one of your employees has a drug problem, what do you do?” Here are some responses.
How do I start?” That is the dealer question I answered in part one of my story on assessing employee performance (August, Modern Tire Dealer). Once all job descriptions, standards and expectations are defined, and employees know what is expected of them, an assessment form must be created.