Greg Penske is the Chairman and CEO of the Penske Motor Group and joins the FIxed Ops Roundtable to share how his dealer group operates at peak performance. In this episode Greg shares the details of his thorough dealership hiring and onboarding process.
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What Ted Ings and Greg Penske discuss in this episode:
- Greg shares that human capital and really taking the time to hire someone that's a great cultural fit goes a long way to increasing longevity in the business.
- Each potential new hire goes through 5 rounds of vetting before they are offered a position with a Penske dealership.
- It's the leadership team's job to think of themselves as "guest-relations" managers for their business.
- When you treat your people with respect and ensure they have the right tools to perform, great things happen.
- Longo Toyota sits on 55 acres in Los Angeles and speaks 48 different languages.
- Greg shares that they are always looking at opportunities to acquire more stores, but that didn't come until they had an internal process to grow and nurture the company's internal guests (i.e., employees).
- The average tenure of Greg's team members is extraordinarily high.
- Greg has a saying, "hard to get in and hard to get out," in reference to the hiring process. He explains that having a robust onboarding experience which included setting clear expectations and how they operate contributes to low turnover.
- When team members first start, they go through Penske College which really sets a tone and standard for new team members.
- Leadership is constantly following up with team members at regularly scheduled intervals to ensure team members are enjoying their jobs or if pivots are required.
- Listen to the full episode for even more insights from Greg Penske
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Thanks, Greg Penske!
Connect with Ted Ings and the Fixed Ops Roundtable:
- Register for the next Fixed Ops Roundtable Event
- Ted Ings on LinkedIn
- Center for Performance Improvement
