The coronavirus pandemic has made national headlines for the lasting impact it has left, in one form or another, on seemingly every industry in the global marketplace. And while much progress has been made in revitalizing our cities and communities, there are a variety of economic challenges that are only getting worse, including, particularly with respect to the auto industry, shortages staffing and employee retention dilemmas.
Click here to read more
Employees in the American auto industry have been strained, so to speak. A reality that has proven even more true in recent months with the global shortage of chips, supply chain shortcomings and the growing shortage of rubber. Thus, attracting new employees has rarely been so difficult for many companies, and retaining those who remain has become a trying ordeal.
So how come auto repair shops and tire dealers can avoid this mass exodus of team members? Well, as CEO/Founder of RNR Tire Express, I have a few tips that I think my industry colleagues, as well as business leaders in all industries, should heed to do just that.
Ensuring corporate transparency
An employee’s relationship with the company they work for follows many of the same principles as their relationships outside of the workplace. Just as honesty and integrity are expected from those close to them, they expect it from business leaders to whom they have devoted a substantial part of their daily, weekly and lifetime existence. It’s this commitment to openness, this commitment to top-down transparency that connects a team to its tasks through thick and thin, rather than being ready to jump ship at the first sign of difficulty.
From a business perspective, this means ensuring that all employees are kept fully informed and always up-to-date on the current state of the business, the challenges it faces and future plans. This is especially true in today’s business climate, where tire dealers and aftermarket repair shops are struggling with technician shortages and employees looking for calmer waters. Understanding the path to resurgence is crucial to helping your employees feel invested in the business and not be kept in the dark about what’s going on around them.
Create open lines of communication
Communication is a two-way street. When employers are completely transparent with their staff, chances are that the staff will be completely transparent with them in return. But transparency is only one side of the coin. Employers should make sure their teams know and are comfortable with the open lines of communication the company has in place. After all, if staff don’t know where to direct their questions, comments and/or concerns, their needs will go unnoticed. Giving them the impression that their employer does not give credit to their opinions or their hard work will effectively entice them to take their jobs somewhere else where their contribution will be valued.
Employees are much more likely to stick with and stay loyal to a company that welcomes and listens to everyone’s thoughts and suggestions. Whether they are good, bad or completely unrelated to the job. Respecting this principle is all the more important when times are tough, such as with the “mass exodus” of talent that tire retailers and repair shops are experiencing today. Now more than ever, it is crucial that employees feel that these companies are protected against all odds. Otherwise, they may not have the business for a very long time.
Cultivate corporate culture
Competition continues to heat up as auto repair shops, tire dealers and car dealerships across the country compete for top talent. Some have formulated and implemented cultural personas unique to their brand alone. Essentially, it’s the business world‘s way of showing potential team members that the days of bloated corporate bureaucracy are over, or at least better hidden. For many, what is supported are the workplaces that current and new employees want to be and work in. These companies have transformed to be passionate about providing customers with quality automotive care, making their staff the mission to do so, allowing them to be more than a job. But not all companies have followed suit, and some have paid the price.
More employees are jumping ship than ever before in search of positions that better match their personality and desired work environment. Positions that instill in them a desire to stick around for the long haul, rather than biding their time to exit. More so, a company’s culture is the face it shows to the general public. So not only is culture key to attracting and retaining employees, it is also key to attracting and retaining customers. It’s the umbrella under which all other features of the business fall, making it the hardest aspect to convey and retain “mass exodus.”
More: Virginia Tire & Auto Turns to Female Workforce to Address Labor Shortage and Boost Diversity