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Six tips to increase sales this winter!

 

Many shops in the northern part of the country go through a slow sales period during the winter months. And while there are no ways to get back those “snow days”, when business literarily shuts down, here are a few tips we can do to maximize sales this winter:

  1. Make sure with each vehicle visit, you identify any needed service due, services never done and services due next. Speak with the customer and plan out all recommended work during the next few month
  2. Flood your customers with service reminders about any work needed in the near future. Stagger the service reminders during the winter months. And don’t forget, speak to the customers at car delivery about the service reminders they will receive. This will increase your return rate.
  3. Send email winter tips to your customers starting now and throughout the winter months. Keep your shop “Top Of Mind”, in the customer’s brain. Not collecting email addresses? Start today!
  4. Consider making phone calls during the winter to those customers that were sent service reminders, but have not responded to the reminder.
  5. Consider pushing off any long term projects, such as classic car work. Most owners of classic and antique cars do not take them out in the winter. This could be used as fill in time during those slow periods this winter.
  6. Make sure you book the next appointment at car delivery. Every car that you service today will need another LOF service in the near future. The question is; will the customer come back to you? Give them a reason, book the next appointment.

If you want to add any of your tips, please do so!

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Great thoughts, Joe.

 

A few good newsletter topics for "Winter Tips" ...

 

"How to winterize your lawn mower / weed eater / jet ski." People never remember to do this, and they wonder why their stuff doesn't work in the Spring. Or tell them to bring it in, and you will winterize it for them.

 

Other ideas would be a snow tire reminder for the northern states.

 

Or sell a Rain-X application to keep the slush off the windows.

 

Or an ABS / brake inspection for slippery roads. This one is pretty well used already.

 

A "cold weather survival kit" reminder is good. Keep a sleeping bag, hand warmers, flares, and some food in a bag in the trunk.

 

A quick lesson on how to transport a Christmas tree with a small car without destroying your paint or interior.

 

Give away a "free" bag of sidewalk salt with every oil change or service.

 

 

Thankfully, we left all this cold weather nonsense behind in Iowa years ago and don't have to deal with it any more!!!

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  • Have you checked out Joe's Latest Blog?

         1 comment
      Have I got your attention? Great.
      Let me start by saying that I believe in giving praise when deserved and letting employees know when they dropped the ball. However, the truth is that no one enjoys being reprimanded or told they messed up.  
      The question is, what is the appropriate balance between the right amount of praise and the right amount of critical feedback? According to studies done by Harvard Business School, the ratio of praise to critical feedback should be about 6:1 – Six praises for every critical feedback. I am not sure if I agree with that.
      From personal experience, I would recommend a lot more praise. The exact ratio doesn’t matter. What’s important is that before you consider giving critical feedback, ensure you have given that employee a lot of recent praise. If not, whatever you are trying to get through to an employee, will fall on deaf ears.
      When you do have to give critical feedback, remember a few things:
      Focus on the issue or behavior; never attack the person, and remain calm in your actions and words Ask the employee for feedback, their side of the story Speak to the employee in private Address the issue soon after it happens; never wait Don’t rely on second-hand information; it’s always better if you have experienced the situation yourself that you want to correct Have an open discussion and find things that both of you can agree upon Have an action plan moving forward that the employee can take ownership of Use the experience as a learning tool Make sure you bring up positive attributes about them Remember, you don’t want the employee to be angry or upset with you; you want them to reflect on the situation and what can be improved. One last thing. Everyone makes mistakes. We need to be mindful of this.
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