2017 new-vehicle sales:
1,653, up 10%
2017 used-vehicle sales:
814, up 33%
Magic Maker Jackie Parker on changes to recruitment:
"We use a multifaceted approach in hopes of acquiring the best talent from a diverse pool of potential hires. Many applicants seek employment directly with us due to our reputation, and we require a traditional application along with a video letting us know why they want to work with us. All team members are encouraged to refer people they meet outside of the dealership as potential recruits."
General Manager Brian Beattie on rewarding employees and showing them they are valued:
"We have a Founders Club dinner yearly for all associates who have been with the company for five or more years, an all-expenses paid cruise for 10-year associates, and this year is the first of offering a $5,000 bonus at the end of the year for the associate who (chosen by their peers) consistently goes out of their way to be helpful to all other team members and customers."
Sales Manager David Shoemaker on helping employees develop a career path:
"All team leaders have monthly one-on-one meetings with our associates to not only discuss performance goals and success plans, but to make sure we know where the associate sees themselves in six months, one year, five years from now. It may not always be with us, but we want to know how we can help our best do their best and reach their goals."
Sales Manager Mark O'Leary on making work schedules more balanced or flexible:
"None of our employees are scheduled with a bell-to-bell shift unless they have asked for it. We believe in a real work-life balance where our team members can work hard when they're at work but understand that we want them to enjoy their lives outside the dealership. We try to schedule through empathy, and walking in our associates' shoes helps us help them live their lives."
Beattie on compensation:
"We have evolved from the typical commission-based compensation structure to also offer a salary-based pay plan with unit bonuses. Offering the opportunity (especially to new associates or those new to the industry) to maintain a steady paycheck week to week while reaping rewards for their performance at the end of the month allows them to improve and grow without struggling with uneven paychecks."