Only Hiring Entry Level Employees, Survey Results About Working w/ Gen Z

Paul Daly: 0:31This is it man. It's that weird day July 3 has already which people were like,are we open? We not open,retails open, it's not open.We're gonna talk about Jedi mind tricks to go. Why not? Why not?When the fork is on a Tuesday,repeat always does the third is like what are we doing today?What did Friday? Not a big deal?Easy, you know, easy. Yeah, any day any day, but any day but a Tuesday, any day, but it's Thursday makes a lot of sense.You're like Thursday off Friday.We're not going to work on Friday, right weekend. But on the other side, it feels really weird. So, but hey, we're in the automotive industry. So guess what? People suit up, show up.The coffee's made service bays are open are probably busier than usual. Because people are like, Hey, I got the day off.Hey, I'm traveling tomorrow. So whatever you're doing today, we got you back. Got you back. Hey,by the way, we're gonna about to announce some really serious asoto con speakers. Like our first drop, we have like 25 to30 speakers that I was looking at the list yesterday. I was looking at the list. I'm like you. This isn't like Bobby bones the new salesman either. We're talking about like representation from publicly traded companies. Dealer after dealer after dealer. It's some of it's kind of like a who's who like you see him in our content or you see him around and other conferences and now you get to meet him at a soda con.

‍Kyle Mountsier: 2:01

It's gonna be it's gonna be great. Gonna be a ribbon. I mean, every panel everybody's gonna be like, I'm gonna go to No, I'm gonna go to and then I'm gonna stop.

Paul Daly: 2:09

Oh, that's the worst part man. Everything either. I'm like

Kyle Mountsier: 2:17

you know how we do we always hit record. We got speaking of always hitting record. Oh.

Paul Daly: 2:24

It's good. set us up.

Kyle Mountsier: 2:27

Hey, so last week, we had a conversation with the man, the myth, the legend,Ed Roberts. And for those of you we know, it's hard to sometimes bop bebop around to a bunch of different podcasts. And we got a couple few around here. But we did a podcast auto collabs. And he talked a little bit about hiring and how he is hiring entry level employees, grooming,growing and caring for them in a career minded path. And we thought, hey, look, because everybody can't be bop around all the podcasts, we thought we'd share a little moment that we had a clip here,

Paul Daly: 3:05

the people context.So he's the CEO of Bose our Ford, they sell a couple of cars, let's just say over 700 a month. And he talks about

Kyle Mountsier: 3:14

and and Yeah,and he's coming out with a new book called Mile one. So you're going to want to check that out and win leadership. Yeah, my one leadership, sorry, my one leadership. And so it's available for preorder. If you preorder, you're on that list.He's gonna sign it, which he said in his words, I don't know if that means anything, but I'm gonna do it anyway. So

Paul Daly: 3:36

me, because to me,because he's humble like that.Absolutely. That's

Kyle Mountsier: 3:39

the whole thing.So. So he's, he's a man of a breadth of knowledge, a lot of industry experience at a high performing dealer, leading people all the way from the ground level through executive management. So hey, check out this conversation we had with Ed Roberts.

Ed Roberts: 3:56

We are very team oriented store. And each each member on that team supports each other. And with doing that,and this is not something that's created overnight, you have to be focused on the long game to do this. But we've went from 43employees to yesterday 320/9employee started with us. So with that kind of growth, the idea is to keep moving forward,and to look inside before we look outside. So most of the time we run an ad we're only run an ad for an entry level position. And doing so everybody on that team has got to train the people around them so they can put themselves in a position to move forward to that next role. Because we want that person to come from within but they have to prepare the replacement but to do that,

Michael Cirillo: 4:39

I knew you had some some intelligent answer because I don't see a pillow that you scream into anywhere in the background there.

Kyle Mountsier: 4:50

His answer is I take this drumstick and just pick someone actually

Ed Roberts: 4:56

empower them, so that things don't stop I mean Think about it. We've all been in partnership before, where were our phones blowing up because they don't have the answers that they need or whatever else. It's not that they don't have the answers.They're afraid to make the decision. And you got to give them that empowerment to make that decision.

Michael Cirillo: 5:13

Yeah.

Paul Daly: 5:16

I mean, come on the fact that we're like, Oh, what do you do for hiring, you can listen to whole interview, go to auto clubs, listen to the whole thing, because it's great. But oh, we don't have to hire any high level people. Why? Because we just groom them from within.So we only ever have to hire entry level people.

Kyle Mountsier: 5:33

It is unbelievable. And and, you know,I'm sure that they've hired a couple here. Oh, for sure, as a rule, but just this. And if you listen, the whole conversation is just like, No, because it puts the onus on the rest of the team to bring their necks to bring someone forward, right.It's like, oh, I want to grow with the company. So I've got to have my replacement. So he kind of like that. That's that that's the atmosphere where people come into that are entry level, where everybody around them is voting for their success is like pushing for their success is that means they get the opportunity for success, that level of attention and care across an organization.

Paul Daly: 6:15

No wonder no wonder you're gonna if you haven't heard about him, you're about to hear even more about him.Speaking of hiring entry level people stop me segue. All right.This might sound like a broken record, but sounds like a broken record to you. You're probably right. According to a survey from resume builder.com 74% of managers say Gen Z workers are more challenging to work with than previous generations. A couple of quotes and then we'll get into this because I'm sure we have some opinions. Julie Lee, Director of Technology and mental health at Harvard alumni for mental health says what Gen Z wants is to do meaningful work with a full sense of autonomy and flexibility and work life balance and work with people who work collaboratively. Okay,there's another quote from terrace, terrace Lynas, a business ethics professor at San Diego University, she told NBC recently Gen Z are digital natives and always communicated online. So their interpersonal skills soft skills have suffered, they took an even bigger hit because of COVID-19And it shifted the way we need to interact with them in the workplace. So the survey basically found Gen Z difficult to work with the areas they found that according to the people took the survey were put that at that were lack of technological skills cited by39% of people involved lack of motivation cited by 37% Poor communication skills 36 And being easily offended 35% I feel like I'm the last one. Okay,I'll give him the last one because we said that exactly thing about millennials 10 years ago.

Kyle Mountsier: 7:46

Yeah. Without a doubt that's like every that's every single new generation is like they are so easily offended, you know? And it's like, yeah, whatever. But here's, here's the thing. Okay,poor communication skills.Literally, I've never met anyone that's like, Yo, this generation Scott's raising this 19 year old at communicating skill. 182 year olds, perfect communicators.Y'all. That's like, that's training. That's education.That's part of the game. Okay,lack of motivation. This is the question is motivation, internal or external? Oh, here, I know,plenty of leaders that are great at getting people motivated. So lean, like if you're working with people, and these are the things you're thinking about,these are the things you're reading, lack of technological skills. Okay? Train, train more.Come on this.

Paul Daly: 8:41

I'm having a hard time. It depends on what technological skills you're talking about. Because I don't know about you. But well, I know I have a Gen Z son, right? We have a number of Gen Z people that work for sodo. And we're often learning from them on like, oh, you could do this this way. You could do this that way instead. So my praising capacity is that Gen Z are some of the most adaptable people that we've ever hired and ever worked with.And yeah, like, I think you nailed it. Like, who's who has great communication skills at 20years old. I didn't write I thought, I thought I did. That was my problem.

Kyle Mountsier: 9:18

That's, that's maybe maybe that's what it is the pride of the pride of perception right of

Paul Daly: 9:23

life. Well, we do have another link here in this episode, which is basically if you look at the show notes, it's the 2500 year history of adults blaming the younger generation for not having it together. And I wonder how many people filling out this survey were actually Millennials like, yeah, there's these kids bad. They just don't understand. So I don't know.We'll be back 10 years from now,doing this same exact thing.

Kyle Mountsier: 9:47

It's wild. It's wild. It's like Hey, bring the next two back back to our friend Edie. Bring the next generation along, whether it's entry level,a new generation or whoever it is like it's you're responsible IoT it's our responsibility to care for those who we care for in a manager employee relationship. And that's where success comes from because I know some extremely dialed in millennials, Gen Z and even younger that are cared for by great leaders great parents. So it's ready.

Paul Daly: 10:17

Let's go. You go well, there you go July 3, you know what to expect. We're not going to be complaining. We're gonna be looking at the bright side and we're gonna be telling you the truth of what the future looks like for this industry and the future is very bright.

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