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    • By Counterman
      To be successful in aftermarket parts sales requires a very broad knowledge base. It means having the ability to address customer parts requests for dozens of different vehicle manufacturers spanning more than 75 years of production, including multiple vehicle systems. Much like our inventory mix, our employees’ knowledge needs to be “spread out” to accommodate these varied requests. Sure, we all have our strengths and specialties, but imagine the bottlenecks at the counter if Heather was the only staff member familiar with reading the paper catalogs covering vintage applications, or that Larry couldn’t catalog anything unless it was for a domestic vehicle. 
      While we would never hire a counterperson with such gaping blind spots concerning vehicle knowledge, when it comes to store operations, these kinds of scenarios happen every day. Cross-training staff eases the burden for everyone in the organization, from the top down. Becoming an “expert” in your own particular role doesn’t need to prevent you from being a versatile member of the team. 
      link hidden, please login to view For obvious reasons, not every employee will be responsible for making management-level decisions. But when it comes to daily operations, each member of your staff needs to be given not only the tools to succeed, but also the skills and authority to use those tools effectively. We’ve all worked in locations with extended business hours or short-staffing situations, and felt the pinch when a key member of the team was absent. Picking up the slack in these situations has become a harsh reality in today’s business environment, and without cross-training for the remaining employees, everyone on both sides of the counter suffers for it.
      Depending on your individual role within the organization, you may have very little exposure to some of the other roles being performed around you, or you may already have experienced each role along the way to your current position. The hierarchy of roles in this industry tends to follow a natural progression, from delivery and stocking associates to counter and sales positions, and eventually to various management roles. Along the way, there is often considerable overlap in skills and responsibilities at each stage.
      At any level of the hierarchy, the most destructive employee attitude is the “not my job” attitude. Traditional workforce roles generally fall into either “labor” or “management” categories. Many organizations even reinforce this idea through uniform choices. Unfortunately, this also may create a division among employees, who feel that titles are designed to separate them rather than to complement each other. Even worse than those employees who claim that something is “above their pay grade” are those members of the team who believe that performing a particular task is beneath them. Having a delivery driver who is comfortable with helping with simple customer service tasks is no less important than the keyholding manager who makes a hot-shot delivery to help maintain a commercial customer’s workflow. Cross-training works in both directions!
      There may not be an “I” in “team,” but there are two of them in “idiot.” Building a team that can move effortlessly between roles requires all parties to be invested in the overall success of the business, not just their own individual interests. We need to identify those members of our team who are most capable of (and interested in) growth beyond just a narrowly defined job description. We need to encourage them to acquire new skills, and to remind employees who already possess those skills that having others trained in their role is a benefit, not a threat.
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    • By Counterman
      Scheduling of delivery drivers can be one of the more difficult personnel-related tasks for any manager. Often at the lower end of your pay scale and frequently staffed by part-time employees, these positions can be difficult to screen, fill and maintain. They are a critical link to commercial success, yet their value is easily overlooked when weekly schedules are created.
      In many retail environments, analysis of prior hour-by-hour sales figures often shapes the forecast for staffing future shifts. Adequate staffing at the front counter is critical to assisting customers and moving merchandise efficiently, but in order to accurately forecast demand for delivery drivers, we must ignore the majority of retail sales, which occur in-store or, increasingly, as online purchases. Unless your business model includes “home delivery” to retail customers, staffing your delivery needs will revolve exclusively around your commercial accounts.
      Having adequate delivery capability to maintain (or strengthen) your commercial relationships can look different for each location. Vehicle and personnel numbers will vary based primarily on that individual store’s customer mix and the type of market served. Wholesale jobbers generally serve a broader geographic area than retailers, due in part to their smaller store network. A chain retailer is more likely to have a greater concentration of individual stores per square mile, each serving a smaller area, while the jobber maintains a larger commercial customer base spread across a larger geographic area. 
      As a result, jobbers tend to make better use of scheduled route delivery, in contrast to focusing on frequent short “on-demand” deliveries in the immediate area. These schedules are much easier to forecast, as they are somewhat consistent throughout the business day. When scheduling for the “hot-shot” portion of your delivery needs, however, the natural ebb and flow of your store’s daily routine become an important factor. There are key points throughout each day that require additional delivery staffing. 
      Many stores enjoy some form of overnight warehouse delivery, and those daily orders will be expected at shops across your territory as soon as possible the following morning. Between those “first thing in the morning” deliveries and the daily ritual of vehicle pre-checks, the first hour of the workday can be a beehive of activity for your delivery staff. By the time your trucks are returning from their early rounds, orders generated from those 8 a.m. diagnostic appointments at shops across your market have begun to filter in, resulting in another rush. Customer calls ramp up again before and during the traditional lunch hour, as shops try to arrange deliveries to arrive before technicians return from their breaks. Another flurry of dispatches will be in response to the afternoon’s diagnostics, with shops hoping to wrap up repairs before end of day, and to beat the overnight order deadlines for the next day’s business.
      In addition to customer-driven rushes, we may also see a spike in driver demand centered around our own incoming deliveries. Stores with midday warehouse deliveries will see a surge in demand around these times, as well as those created by UPS or FedEx drop-offs. Most of our best customers already know what time to expect such special orders, and the volume of “where’s my stuff?” calls will add to the sense of immediacy felt by everyone on staff!
      Delivery scheduling can also be adversely affected by seasonality and holidays. Freezing or snowy weather not only creates delays in parts deliveries from the warehouse and at store levels, but it can also limit an individual driver’s ability to report for duty as scheduled, creating a gap in coverage. Coupled with the longer delivery times required for the remaining staff to complete routes safely, it can create temporary bottlenecks. Holidays also create personnel issues, as we attempt to find coverage for those days that everyone wants to spend with family and friends. Travel-intensive holidays like Memorial Day, Independence Day and Labor Day also create an increased demand from shops prepping vehicles for extended trips, with added pressure for everyone to complete repairs, often at the last minute.
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    • By Dorman Products
      Make Dorman your First Stop for brake solutions
    • By Dorman Products
      Make Dorman your First Stop for brake solutions
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    • By Dorman Products
      Make Dorman your First Stop for brake solutions

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