Staff turnover has long been an issue at dealerships, and the COVID-19 pandemic has only made things worse. Although dealers have learned to do more with less, once inventory levels normalize, the current labor shortage will present a problem for dealerships with plans for growth.
In November last year, a record 4.5 million people quit their jobs according to the U.S. Bureau of Labor Statistics, in a trend that has been dubbed "The Great Resignation." The reality now is that some great candidates are out there, including many women and minorities, but how can dealers attract them back into the work force?
One way to appeal to employees is to build an inclusive and diverse workplace. Intuit CEO Sasan Goodarzi once said, "Diversity is a fact but inclusion is a choice." It is not enough to just hire people from a diverse background; leaders must also create a workplace environment where everyone feels welcome. This means retooling your culture so that all employees have a sense of belonging and feel valued, respected and accepted.
When diversity and inclusion work together, they improve the job experience for employees, and they improve the performance of the company as a whole.
Unfortunately, not all leaders are walking the talk. While 72 percent of leaders say that diversity and inclusion are values or priorities at their company, 46 percent of employees say that leadership does not do what they say when it comes to diversity, equity and inclusion.
So, how can leaders make sure they are walking the talk? Implementing a DE&I program allows you to measure what you manage.