Page 24 - Summer 2024

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The sentiment of full-time employees having at least some level of hybrid work or flexibility is important
for dealers to keep top of mind. As the race for talent becomes more challenging, dealers will need
loyal employees to help drive growth, and offering a remote or hybrid work model for accounting and
back-office positions could be a competitive talent strategy.

Hybrid Considerations for Accounting & Back-Office Roles

A dealership salary survey found that work/life balance was the top reason for employee discontent
2
among automotive employees considering or finding new jobs, surpassing issues such as toxic
workplace culture, leaving for better pay/career opportunities, and increased workloads without
additional pay. The recent NADA Dealership Workforce Study revealed the average dealership
turnover rate was 34%. With this data and knowledge, identifying a hybrid work model could be an
3
avenue to improve employee retention.

For roles that do not require daily in-person interaction with customers or vehicles, some level of
remote work flexibility could be a powerful motivator to attract and retain talent, especially when it
comes to accounting, back-office, and administrative employees. Digital transformation has allowed
an opportunity for these functions to have hybrid or remote models. We have observed many dealers
who have embraced an element of remote work for their employees with great results—productive
employees making positive contributions while still meeting life obligations like childcare or eldercare
responsibilities.

Of course, finding a balance between team and culture building, employee work/life balance, and
getting the job done can prove to be tricky. It’s important for dealer groups to offer career path
opportunities for employees to grow professionally so they stay committed and will be rewarded for
24 good performance. As more accounting responsibilities can be done digitally, employees can still get
their jobs done, achieve greater work/life balance, and grow their careers within a framework of clear
expectations and a healthy balance of hybrid work schedules.

As dealer accounting talent becomes scarce, attracting and retaining good talent are paramount.
Dealers who can incorporate a mix of competitive compensation, career growth opportunities, and
hybrid schedule flexibility will likely rise to the top. We’re expecting to see more and more dealers

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