Sean Kelley MOPAR Presentation: The 4 Elements of a Business Culture

No matter what, you have a business culture, whether you build it intentionally or not, you have a business culture, it’s a combination of the values and belief systems of everyone on your team. And it’s there, okay. But if you don’t build it intentionally it might suck you out, and you might get spit you out somewhere where you don’t want to be. 

So this is how you look for ways that you can start to build a winning culture of retention, the first step is communication. Communication should be positive and impactful, it should flow freely throughout your department for parts and service and advisers to text, and it should flow freely. 

And when I say positive, what I mean is people should welcome communication, even if I’m correcting, and I’m challenging someone because their performance is low, and I’m trying to make them better, and I’m gonna have a difficult conversation. If communication is being done, right, they’re gonna see it as a positive threat of what that communication, they’re gonna be like, and my boss is pouring into me right now, this is awesome. Even if it might stand alone. When I say impactful, communication needs to be impactful. I believe the highest form of communication is when people take action. Why else are we communicating? But there’s seven layers you have to get through to get them to take action in any engagement. I’m hearing but are you listening? Exactly. Now, even if you’re listening, what if they don’t understand? 

Yeah, and if they did, and even if they’re listening and understand what if they still won’t take action if they don’t agree. And if they hear, listen, understand and agree, they still can’t do it, if they don’t have the goals set, if they don’t have the ability to do it, they won’t take action. And then they have to want to do it and need to do it. And if all of those boxes are checked, they will take action. I promise you that. 

So communication has a positive impact on alignment to the direction of the company. Does everyone know where your bus is going? And are they excited to be on that bus? Clarity around expectations, expectations, without clear expectations people make up their own. And finally value people. I said it early. I’ll say it again when people feel valued and appreciated. And when they’re scaling up, they’re learning the right things and they feel like they can grow with you and they know you care about them. They’re going to be more productive and it’s gonna make your company more successful.