How do millennials view dealerships as employers?

How do millennials view dealerships as employers?

By Kevin Baumgart, vice president Business Development, Hireology

The next wave of talent in todayês workforce is the millennials (ages 18-34), and dealers need to be ready. According to a recent article in Automotive News, –The percentage of millennials working in dealerships rose to 31 percent, up from 27 percent a year earlier. Close to half of all new dealership hires in 2014 were millennials.”

But dealerships are having a hard time retaining them. The article continues, –In 2014, the annualized turnover rate in the average car dealershipês sales department was 72

percent, an increase of six percentage points from a year earlier.” Itês critical to think about how millennials view your dealership as an employer and how you can make that perception better.

Getting to Know Your Gen Y Workers

Here are the recent findings on how millennials think and behave in todayês workforce, based on a 2016 survey by Deloitte of nearly 8,000 millennials across the globe:

They want more responsibility:

« Supporting leadership ambitions builds loyalty.

« Being held accountable does not reduce loyalty or satisfaction.

« Strong sense of purpose, inclusiveness, and open communications are higher where employees intend to stay longer.

« Three-quarters of millennials are confident and feel in control of their career paths.

« Those who feel in control appear to be a little more loyal.

They care about their work:

« The values that support long-term business success are people treatment, ethics, and customer focus.

« Personal values have the greatest influence on millennialsê decision making.

« Millennials would prioritize the sense of purpose around people rather than growth or profit maximization.

« Millennials with a mentor are receiving good advice and feel somebody is interested in their professional development.

They care about work/life balance:

« Pay and financial benefits drive millennialsê choice of organization more than anything else.

« In most markets, work/life balance comes before career progression when evaluating job opportunities.

« Millennials would like more opportunities to work remotely and think it will boost productivity.

How to Keep Your Millennial Workers

Here are some ways to retain millennials:

« Provide a unique work culture that reflects their preferences.

« Let them know their work means something; show them purpose.

« Provide a flexible work schedule that allows time for work/life balance.

« Offer stability via salary and benefits.

« Encourage individuality within a team environment.

« Give recognition when itês due.

« Offer encouragement and mentorship, as opposed to giving orders and managing directly up front.

For more information, email Kevin at

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