How to Support and Retain Diverse Employees in Fixed Ops and Sales

Creating a workplace where diverse employees feel valued, supported, and empowered is not just a moral imperative—it’s a business advantage. In the automotive industry, inclusive practices can directly impact retention, employee engagement, and overall performance in both fixed operations and sales departments. Dealerships that prioritize diversity, equity, and inclusion (DEI) often experience stronger teamwork, better customer service, and higher profitability.  

At NCM Associates, we’ve seen that intentional strategies for supporting and retaining diverse employees build a more resilient, motivated, and successful workforce. Learn how you can do that here.  

1. Foster an Inclusive Workplace Culture 

The foundation for supporting diverse employees starts with culture. Employees who feel seen, heard, and respected are more likely to stay, perform, and contribute to a positive work environment. 

Promote Open Communication 

Encourage employees to share their ideas, challenges, and feedback without fear of judgment or reprisal. Regular check-ins, employee resource groups, and anonymous surveys can provide valuable insights and show that management values diverse perspectives. 

Implement Inclusive Policies 

From flexible scheduling to parental leave and anti-discrimination measures, inclusive policies demonstrate a commitment to fairness. In fixed ops, where shift work can be demanding, accommodating diverse needs is particularly important. In sales, policies that recognize diverse client interactions and approaches help employees thrive. 

Celebrate Diversity 

Recognize and celebrate cultural events, milestones, and achievements within your teams. Small gestures—like highlighting employees’ unique contributions or sharing success stories—help build a sense of belonging. 

2. Invest in Professional Development and Mentorship 

Career growth opportunities are a key factor in retention. Providing structured pathways for advancement ensures that diverse employees feel empowered to grow and succeed. 

Offer Targeted Training Programs 

Develop training that addresses skills gaps, leadership development, and technical expertise specific to both fixed ops and sales. Providing ongoing education ensures employees feel equipped and valued. 

Establish Mentorship Opportunities 

Pairing new or underrepresented employees with experienced mentors can help navigate workplace challenges, build confidence, and provide guidance on career advancement. Mentorship programs also promote knowledge-sharing and strengthen team cohesion. 

Recognize and Reward Achievements 

Highlight accomplishments through formal recognition programs, promotions, and incentives. Employees who see tangible outcomes from their hard work are more likely to remain engaged and loyal. 

3. Build Transparent Communication and Feedback Systems 

Retention is strengthened when employees feel their voices matter and that leadership is accountable. Transparent communication helps address concerns before they escalate and fosters trust across all levels. 

Conduct Regular Check-Ins 

Managers should have structured conversations with employees about career goals, challenges, and workplace satisfaction. In fixed ops, this can include discussions about workload balance, training needs, and equipment resources. In sales, performance feedback, and market support are key topics. 

Implement Clear Advancement Criteria 

Employees need clarity on what it takes to progress in their roles. Define benchmarks for promotions, skill development, and performance metrics, and communicate these expectations openly. 

Act on Feedback 

Gathering feedback is only effective if it leads to meaningful action. Demonstrating responsiveness to employee concerns reinforces trust and shows that the dealership values its workforce. 

FAQs 

Why is diversity important in dealerships? 

Diverse teams bring unique perspectives, foster innovation, improve customer service, and strengthen overall performance. 

How does an inclusive culture affect employee retention? 

Employees who feel included and respected are more engaged, satisfied, and less likely to leave. 

What are some signs of an inclusive workplace? 

Open communication, equitable policies, recognition of contributions, and employee participation in decision-making are key indicators.* 

I Want to Create a More Diverse Workplace 

Supporting and retaining diverse employees in fixed operations and sales is both a strategic and ethical imperative. By fostering an inclusive culture, investing in professional development, and maintaining transparent communication, dealerships can build a workforce that is engaged, empowered, and committed to long-term success.  

At NCM Associates, we help dealerships implement strategies that strengthen employee satisfaction, reduce turnover, and create environments where diverse teams can thrive. Contact us today to discuss training opportunities.  

*Source: Intuit