EFG Companies - Performance Solutions
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EFG Companies - Performance Solutions
- 1. EFG Performance Solutions August 16, 2010
- 2. Hyundai Assurance – Powered by WALKAWAY ® 4
- 6. The Opportunity Assessment X 15
Editor's Notes
- Here’s what the Opportunity Assessment looks like: Flow chart outlining the key steps of the assessment process: Preliminary Data Gathering Collect Dealership Data (financials, sales, key metrics) Initial Marketing Review Onsite Evaluation Interviews with dealer, key managers and select staff In-store observations (Sales, F&I, Service*) High level compliance audit Opportunity Analysis Summarize and compare current state vs stated goals and objectives Benchmark results against known industry standards Quantify financial opportunity Build recommendations to lift dealership performance Recommendation Readback Presentation to dealer and management team with multi-year blueprint that drives higher dealership profits Speaker’s Notes : The entire process depends largely on availability of key people, the complexity of your store’s operations and the access to data. Our typical assessment takes 2-3 weeks end-to-end but can be accomplished in as little as a week. The onsite portion of the process usually includes 2 days of in-dealership assessment time with a readback of recommendations on the third day. The assessment is primarily a variable operations-focused review, with an emphasis on Sales and F&I, but select aspects of Service may also be included. Includes such things as lead management and customer retention and follow up. [Future should add customer lifecycle management] The assessment report then becomes the stake in the ground against which you can measure future goals. We also show you a sampling of how our Recruiting and Workforce Solutions model works. In one recent assessment with a store in Northern California, the dealer learned enough about the fit of his people in their current roles to make the difficult decision to completely overhaul his staff. Our job match tool really just confirmed what the dealer already suspected, but it gave him the information he needed to begin the rebuilding process, putting the right people in the right jobs. [Todd Barnes]
- Here’s what the Opportunity Assessment looks like: Flow chart outlining the key steps of the assessment process: Preliminary Data Gathering Collect Dealership Data (financials, sales, key metrics) Initial Marketing Review Onsite Evaluation Interviews with dealer, key managers and select staff In-store observations (Sales, F&I, Service*) High level compliance audit Opportunity Analysis Summarize and compare current state vs stated goals and objectives Benchmark results against known industry standards Quantify financial opportunity Build recommendations to lift dealership performance Recommendation Readback Presentation to dealer and management team with multi-year blueprint that drives higher dealership profits Speaker’s Notes : The entire process depends largely on availability of key people, the complexity of your store’s operations and the access to data. Our typical assessment takes 2-3 weeks end-to-end but can be accomplished in as little as a week. The onsite portion of the process usually includes 2 days of in-dealership assessment time with a readback of recommendations on the third day. The assessment is primarily a variable operations-focused review, with an emphasis on Sales and F&I, but select aspects of Service may also be included. Includes such things as lead management and customer retention and follow up. [Future should add customer lifecycle management] The assessment report then becomes the stake in the ground against which you can measure future goals. We also show you a sampling of how our Recruiting and Workforce Solutions model works. In one recent assessment with a store in Northern California, the dealer learned enough about the fit of his people in their current roles to make the difficult decision to completely overhaul his staff. Our job match tool really just confirmed what the dealer already suspected, but it gave him the information he needed to begin the rebuilding process, putting the right people in the right jobs. [Todd Barnes]
- Here’s what the Opportunity Assessment looks like: Flow chart outlining the key steps of the assessment process: Preliminary Data Gathering Collect Dealership Data (financials, sales, key metrics) Initial Marketing Review Onsite Evaluation Interviews with dealer, key managers and select staff In-store observations (Sales, F&I, Service*) High level compliance audit Opportunity Analysis Summarize and compare current state vs stated goals and objectives Benchmark results against known industry standards Quantify financial opportunity Build recommendations to lift dealership performance Recommendation Readback Presentation to dealer and management team with multi-year blueprint that drives higher dealership profits Speaker’s Notes : The entire process depends largely on availability of key people, the complexity of your store’s operations and the access to data. Our typical assessment takes 2-3 weeks end-to-end but can be accomplished in as little as a week. The onsite portion of the process usually includes 2 days of in-dealership assessment time with a readback of recommendations on the third day. The assessment is primarily a variable operations-focused review, with an emphasis on Sales and F&I, but select aspects of Service may also be included. Includes such things as lead management and customer retention and follow up. [Future should add customer lifecycle management] The assessment report then becomes the stake in the ground against which you can measure future goals. We also show you a sampling of how our Recruiting and Workforce Solutions model works. In one recent assessment with a store in Northern California, the dealer learned enough about the fit of his people in their current roles to make the difficult decision to completely overhaul his staff. Our job match tool really just confirmed what the dealer already suspected, but it gave him the information he needed to begin the rebuilding process, putting the right people in the right jobs. [Todd Barnes]
- Here’s what the Opportunity Assessment looks like: Flow chart outlining the key steps of the assessment process: Preliminary Data Gathering Collect Dealership Data (financials, sales, key metrics) Initial Marketing Review Onsite Evaluation Interviews with dealer, key managers and select staff In-store observations (Sales, F&I, Service*) High level compliance audit Opportunity Analysis Summarize and compare current state vs stated goals and objectives Benchmark results against known industry standards Quantify financial opportunity Build recommendations to lift dealership performance Recommendation Readback Presentation to dealer and management team with multi-year blueprint that drives higher dealership profits Speaker’s Notes : The entire process depends largely on availability of key people, the complexity of your store’s operations and the access to data. Our typical assessment takes 2-3 weeks end-to-end but can be accomplished in as little as a week. The onsite portion of the process usually includes 2 days of in-dealership assessment time with a readback of recommendations on the third day. The assessment is primarily a variable operations-focused review, with an emphasis on Sales and F&I, but select aspects of Service may also be included. Includes such things as lead management and customer retention and follow up. [Future should add customer lifecycle management] The assessment report then becomes the stake in the ground against which you can measure future goals. We also show you a sampling of how our Recruiting and Workforce Solutions model works. In one recent assessment with a store in Northern California, the dealer learned enough about the fit of his people in their current roles to make the difficult decision to completely overhaul his staff. Our job match tool really just confirmed what the dealer already suspected, but it gave him the information he needed to begin the rebuilding process, putting the right people in the right jobs. [Todd Barnes]
- Here’s what the Opportunity Assessment looks like: Flow chart outlining the key steps of the assessment process: Preliminary Data Gathering Collect Dealership Data (financials, sales, key metrics) Initial Marketing Review Onsite Evaluation Interviews with dealer, key managers and select staff In-store observations (Sales, F&I, Service*) High level compliance audit Opportunity Analysis Summarize and compare current state vs stated goals and objectives Benchmark results against known industry standards Quantify financial opportunity Build recommendations to lift dealership performance Recommendation Readback Presentation to dealer and management team with multi-year blueprint that drives higher dealership profits Speaker’s Notes : The entire process depends largely on availability of key people, the complexity of your store’s operations and the access to data. Our typical assessment takes 2-3 weeks end-to-end but can be accomplished in as little as a week. The onsite portion of the process usually includes 2 days of in-dealership assessment time with a readback of recommendations on the third day. The assessment is primarily a variable operations-focused review, with an emphasis on Sales and F&I, but select aspects of Service may also be included. Includes such things as lead management and customer retention and follow up. [Future should add customer lifecycle management] The assessment report then becomes the stake in the ground against which you can measure future goals. We also show you a sampling of how our Recruiting and Workforce Solutions model works. In one recent assessment with a store in Northern California, the dealer learned enough about the fit of his people in their current roles to make the difficult decision to completely overhaul his staff. Our job match tool really just confirmed what the dealer already suspected, but it gave him the information he needed to begin the rebuilding process, putting the right people in the right jobs. [Todd Barnes]
- Here’s what the Opportunity Assessment looks like: Flow chart outlining the key steps of the assessment process: Preliminary Data Gathering Collect Dealership Data (financials, sales, key metrics) Initial Marketing Review Onsite Evaluation Interviews with dealer, key managers and select staff In-store observations (Sales, F&I, Service*) High level compliance audit Opportunity Analysis Summarize and compare current state vs stated goals and objectives Benchmark results against known industry standards Quantify financial opportunity Build recommendations to lift dealership performance Recommendation Readback Presentation to dealer and management team with multi-year blueprint that drives higher dealership profits Speaker’s Notes : The entire process depends largely on availability of key people, the complexity of your store’s operations and the access to data. Our typical assessment takes 2-3 weeks end-to-end but can be accomplished in as little as a week. The onsite portion of the process usually includes 2 days of in-dealership assessment time with a readback of recommendations on the third day. The assessment is primarily a variable operations-focused review, with an emphasis on Sales and F&I, but select aspects of Service may also be included. Includes such things as lead management and customer retention and follow up. [Future should add customer lifecycle management] The assessment report then becomes the stake in the ground against which you can measure future goals. We also show you a sampling of how our Recruiting and Workforce Solutions model works. In one recent assessment with a store in Northern California, the dealer learned enough about the fit of his people in their current roles to make the difficult decision to completely overhaul his staff. Our job match tool really just confirmed what the dealer already suspected, but it gave him the information he needed to begin the rebuilding process, putting the right people in the right jobs. [Todd Barnes]