General manager: Todd Hartman

Dealership group: Penske Automotive Group

Full-time employees: 37

Hartman on changes to employment practices because of recent industry disruptions like the inventory crisis: “Audi Mentor has prioritized recruiting efforts by incentivizing referrals from our own employees. We have also ‘right-sized’ compensation in a variety of roles to compensate for changes we’ve seen in the employment landscape.”

Hartman on how employment practices could change with the industry shift to electric vehicles: “We have intensified our efforts to make sure all employees are trained on the latest and greatest when it comes to electric vehicles. The shift to electric demands a dealershipwide commitment due to the differences in the product, customer needs and skills needed across the board. In addition, the federal government’s changing stances/policies on making electric vehicles appealing and affordable are [a] massive challenge.” 

Hartman on improving employee retention: “From compensation, time off, employee engagement events to providing the day-to-day things needed to make everyone’s job easier and more efficient, we have taken the approach that pinching nickels and dimes doesn’t make sense. There’s a way to get everyone what they need and still be fiscally responsible. Money is one thing, but employees that are happy day in and day out are not looking for a new home.”

Hartman on diversity, equity and inclusion: “As always, Audi Mentor has focused on hiring the best candidate for any given position. We’ve found that when that is the approach, diversity and inclusion takes place organically. We are able to get the best of both worlds — a great hire and the benefits of being diverse and inclusive.”

Hartman on changes to promote work-life balance: “From the time of hire, it is made clear that all employees need to put in hours and effort, but that we will never ask anyone to ‘miss out on life.’ ”