I believe David's quote below is worth a second look and certainly some thought.
I just glaze over most of them now, so thanks for pointing this one out.
RE:
At some point I'd like to see auto retail conducting workshops for Apple and Disney employees so they can learn the challenges of selling cars to people with trade ins with negative equity, less than stellar credit, edgy DTI, wild expectations on price and trade value based on their inability to unpack all of the information they get from the Web, make gross profit in a competitive environment, and get a decent CSI survey. TRying to make a comparison between big ticket items and gadgets is a complete non sequitur.
It isn't a matter of consumer behavior it is a matter of culture. The automotive retail sector has deep roots in "horse trading" that (name-appropriate) were planted when our main transportation methods had four legs instead of four wheels. The culture is being challenged at the moment and many are in arms trying to defend it.
Companies like Apple and Disney hire and promote differently than car dealerships. This is the core of where we see the drastic differences in consumer perception. Let's talk about the typical dealership hiring and promotion process and think "what if Apple or Disney did that?"
Do any of these sound like some of the sales people we've worked with?
- I need a lot of money quick because Uncle Sam is taking it or she is
- I didn't go to college and can't find a job that pays this much anywhere else
- I did go to college and can't find a job anywhere else
- My family owns the business
- The real estate business didn't work out for some reason
- I used to sell boats, RVs, motorcycles, etc
So, they've walked in the door asking for an application. If the manager is busy he just gets handed the job application and typically never gets a call back. If the manager can talk to him 9 times out of 10 he gets the job (usually on the spot). Many dealerships accept more than they turn down. The pay plans and healthcare terms are setup to promote somewhere around a 90 day trial run on sales people that doesn't hurt the dealership's bottom line.
Assuming our new guy makes it 90 days he's probably going to make it through 12 months. At that point he ain't the newbie and we begin to consider whether he goes to F&I school. After F&I school we see if he can last another 6-12 months on the floor before being promoted into the F&I office. Then he goes into F&I and does okay for about a year or two.
It looks like the wholesale loss is getting out of hand, so it is time to fire the Used Car Manager. We'll promote a New Car Manager into the used car seat and put one of the F&I people on the tower. Our new guy becomes one of the New Car Managers and eventually finds himself on the Used Car desk under the same circumstances as the previous guys.
However, our guy gets his next big break when the General Sales Manager takes off for a GM slot elsewhere. Now he's the GSM and getting to shake a VP's hand on occasion. He's feeling like he arrived and Uncle Sam is finally paid off! Now it is time to buy the big toys
Lucky him! After 3 years as the GSM his General Manager is getting blown out over some disagreement with the VP of Sales. Woohoo, our guy is now a General Manager. And that's about the end of the road for our guy. He doesn't seem to have the aptitude or larger thinking needed for the higher executive roles.
Does any of this sound familiar? Do you think this is the way Apple or Disney operate?