Full Name I Company I Job Title I Email Building a WINNING Sales Team Tom Stuker, President of Stuker Training Full Name I Company I Job Title I Email

Tom Stuker I Stuker Training I President I info@stukertraining.com Define the Perfect Salesperson What would their attributes be? Describe their daily activities from open to close. Tom Stuker I Stuker Training I President I info@stukertraining.com

Tom Stuker I Stuker Training I President I info@stukertraining.com My Perfect Salesperson Work Ethic & Other attributes include: Testing out as a salesperson Tech savvy, computer skills Goal oriented Career oriented / no jumpers Manageability Tom Stuker I Stuker Training I President I info@stukertraining.com

Tom Stuker I Stuker Training I President I info@stukertraining.com My Recommended Daily Activities Up to 9:15/9:30 Work the service drive and lounge Admin / paperwork Go over hot leads with management Walk the lot / up-to-date inventory / trades Awareness of advertising and current promotions 9:15/9:30 to 4:30/4:45 Work the CRM, only to be interrupted with appointments, deliveries, or floor responsibilities. (Managed Floor) Evenings Waiting on appointments and floor traffic while still working phone-ups and interacting through text. 10 mins prior to closing review tomorrow’s game plan. Tom Stuker I Stuker Training I President I info@stukertraining.com

Tom Stuker I Stuker Training I President I info@stukertraining.com Regardless of the attributes… why are we always settling? Why do we panic? Tom Stuker I Stuker Training I President I info@stukertraining.com

Tom Stuker I Stuker Training I President I info@stukertraining.com Hire for the market. Not the floor. Tom Stuker I Stuker Training I President I info@stukertraining.com

Tom Stuker I Stuker Training I President I info@stukertraining.com Wouldn’t it be better to be short on the right salespeople rather than long on the wrong ones? Tom Stuker I Stuker Training I President I info@stukertraining.com

Tom Stuker I Stuker Training I President I info@stukertraining.com Recruiting Great Candidates Be more attractive and you will attract more candidates. Tell me about your pay plan? Are you interviewing people that Burger King takes a pass on? If you offered a more attractive draw/salary, what is the down side? If someone plays you… who’s fault is that? For 1-year salespeople, who’s your worst producer? Average monthly units? Annual income? If you guarantee a minimum of $40K*, wouldn’t you attract more people to interview. Stair step the guarantee. *After 30 days probation. $7,500 after 90 days. $16,500 after 6 months. $27,000 after 9 months. $40,000 after 12 months. (Providing meets dealership job requirements… CSI, self-generated business) Tom Stuker I Stuker Training I President I info@stukertraining.com

Tom Stuker I Stuker Training I President I info@stukertraining.com Recruiting Great Candidates (cont’d) Offer good initial and extensive training. How much training do you put your people through? Tell me about the program. What do they learn before they hit the floor? How much time do you spend on ‘Road to the Sale’ and objection handling? How much time is spent handling phone-ups and internet leads? How much product knowledge training do they get? Owner follow-up and prospecting skills? 50 to 100 profiles? Would you go outside the box? Would you hire somebody to work M-F, 8-5. Work around the talent. Don’t make the talent work around you. Are you proactively going after resumes? Indeed, LinkedIn, Automotive News, Monster, Career Builder… Tom Stuker I Stuker Training I President I info@stukertraining.com

“Don’t hire people to motivate. Hire motivated people.” Tom Stuker I Stuker Training I President I info@stukertraining.com

Tom Stuker I Stuker Training I President I info@stukertraining.com Does your dealership have a reactive or proactive culture? Are you a Reactive or Proactive dealership? Reactive = high turnover Proactive = low turnover Are you training them to sell cars or are you just training them to wait on the people that come in to buy? Tom Stuker I Stuker Training I President I info@stukertraining.com

Tom Stuker I Stuker Training I President I info@stukertraining.com Interview Process Never hire on the first interview. Hire on interview 2 or 3. Do you test applicants for sales abilities? What questions do you ask? My two most important questions. If you want 12-15+ a month salespeople, then hire 12-15+ mentalities. Tom Stuker I Stuker Training I President I info@stukertraining.com

Give Homework Assignments Give them homework assignments to complete before 2nd interview. Written financial objectives. Product knowledge. Memorize 3 scripts (referral, orphan owner, 3-day follow up) List of 50 people (generating your own business is a job responsibility, minimum of 10 hours a week) You want people that really want to work for you and aren’t doing this as a temporary position. Tom Stuker I Stuker Training I President I info@stukertraining.com Full Name I Company I Job Title I Email

Tom Stuker I Stuker Training I President I info@stukertraining.com Second Interview Involve significant other if applicable. Brief introduction to the Dealer/GM. Anybody that SHOWS for the 2nd interview with written financial objectives, can speak confidently about our products, recites 3 scripts confidently, and has a list of 50 people (3 of which they feel they can sell immediately) would make a good candidate for your team. Isn’t that a person you can comfortably guarantee a $40K salary to? Before we discuss the best sales contest ever…. Tom Stuker I Stuker Training I President I info@stukertraining.com

Tom Stuker I Stuker Training I President I info@stukertraining.com 8 12 ? B Tom Stuker I Stuker Training I President I info@stukertraining.com

Tom Stuker I Stuker Training I President I info@stukertraining.com Best Sales Contest Ever Buy yourself a productive salesperson from day 1 Team up on financial objectives Reward significant other Tom Stuker I Stuker Training I President I info@stukertraining.com

Tom Stuker I Stuker Training I President I info@stukertraining.com Owner Follow-Up / Prospecting Make owner follow-up and prospecting a job responsibility rather than an encouraged behavior. (e.g. 2 self-generated sales every 10 days, with consequence) Turn your CRM into an ATM! 50-100 complete customer profiles before they hit the floor. (unless it’s their own generated appointment) Tom Stuker I Stuker Training I President I info@stukertraining.com

Tom Stuker I Stuker Training I President I info@stukertraining.com Build a Winning Sales Team with Four Fundamentals Hire Train Manage Accountability Tom Stuker I Stuker Training I President I info@stukertraining.com

Tom Stuker I Stuker Training I President I info@stukertraining.com Thank you for attending. Tom Stuker I Stuker Training I President I info@stukertraining.com

Contact Info Full Name: Tom Stuker Company: Stuker Training Job Title: President Email: info@stukertraining.com Share an important takeaway you received from this session using hashtag #DDWNE for a chance to win an iPad