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By Counterman
link hidden, please login to view announced it released eight new AmeriPLATINUM Brake Pad numbers and four new AmeriPRO Brake Pad numbers with a wide range of coverage ranging from Buick Encore to Ford Transit applications. The new SKUs cover over 6mm VIO. Also just released in the
link hidden, please login to view product line: 1 new AmeriPRO Brake Shoe, 2 new AmeriPRO Wear Sensors, 74 new AmeriPRO Coated and Coated R90 Euro Rotor numbers, and 20 VGX Brake Pad numbers with VIO coverage over 44+mm VIO.
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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
Transtar announces the release of new premium
link hidden, please login to view, Part #: T72500C, with the following applications: 2007-2018 Chrysler/Dodge/Ram, 68RFE Transmission The T72500C is a high-quality transmission solution designed for professional rebuilders and installers who demand consistent performance, precise fitment, and long-term durability, according to Transtar.
The T72500C goes beyond basic replacement parts,
link hidden, please login to view said, with improved materials and tighter tolerances- delivering: Longer service life Greater resistance to wear and heat Consistent, dependable performance in demanding conditions The post
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By Counterman
Transtar announces the release of new premium
link hidden, please login to view, Part #: T72500C, with the following applications: 2007-2018 Chrysler/Dodge/Ram, 68RFE Transmission The T72500C is a high-quality transmission solution designed for professional rebuilders and installers who demand consistent performance, precise fitment, and long-term durability, according to Transtar.
The T72500C goes beyond basic replacement parts,
link hidden, please login to view said, with improved materials and tighter tolerances- delivering: Longer service life Greater resistance to wear and heat Consistent, dependable performance in demanding conditions The post
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By Counterman
NAPA announced the promotions of
link hidden, please login to view to Vice President, Procurement & Sourcing, link hidden, please login to view to Vice President, Commercial Products, and link hidden, please login to view to Senior Vice President of Pricing and Procurement. These leaders will take on expanded responsibilities across the NAPA merchandising organization, reinforcing the company’s commitment to building deep internal talent and strengthening its product and supplier strategy. Pérez brings two decades of experience leading P&Ls across the automotive aftermarket, retail and consumer products industries. She most recently served as Senior Director of Category Management at NAPA, where she led a portfolio spanning brakes, undercar and heavy duty, driving growth through sourcing strategy and supplier partnerships. Prior to NAPA, she held merchandising leadership roles at HD Supply, SPANX and The Home Depot.
“Cristina has played a pivotal role in transforming category management and sourcing at NAPA Auto Parts. Her strategic mindset, deep merchandising expertise, and ability to build high-performing teams have strengthened our capabilities and positioned us for continued growth. This promotion recognizes both her leadership and the meaningful impact she has made across our organization,” said Danny Huffaker, SVP, Product & Marketing,
link hidden, please login to view. Griffiths has been with NAPA for four years, growing from Director of Category Management to Senior Director, Underhood, where she onboarded strategic brands to diversify the NAPA portfolio. In her new role, she will lead the category team responsible for Hard Parts and Applied Parts, including Brakes and Undercar. Prior to NAPA, she held senior category management roles at White Cap.
“Laura is an exceptional leader who has played a critical role in advancing our category management capabilities at NAPA Auto Parts. Through strong cross-functional collaboration and trusted supplier partnerships, she has helped build a more strategic and customer-focused organization. This promotion recognizes her leadership, her results, and the meaningful impact she continues to have across our business,” said Huffaker.
Portera joined GPC nearly four years ago as Vice President of Finance before moving over to NAPA where he has spent the last three years, first as Vice President of Corporate Development and then as Vice President of Financial Planning and Analysis. He most recently served as the Vice President of Pricing and Procurement. His recent outstanding achievements include successfully navigating the First Brands bankruptcy and launching the new direct import program for NAPA rotors, the company said. Prior to GPC and NAPA, he had a successful 10-year career at FedEx, which included roles in SEC reporting, FP&A, Treasury and an international expat leadership assignment.
“Will has been a steady and trusted leader within our organization, bringing clarity, discipline and strategic thinking to some of our most complex challenges,” said Jamie Walton, EVP, Merchandise & Stores, NAPA. “This promotion reflects the significant impact Will has made at NAPA and our confidence in his continued ability to drive value for our customers and supplier partners.”
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