Chris Collins recommends tracking one daily number that shows whether you're hitting your goals. Divide monthly targets into daily ones, assign them to each team member, then raise them if you're undershooting potential. You may need to upgrade your team to hit the new numbers.
Have a daily tracking number that tells you if you're winning or losing. Like, whatever your goals are should be reduced down to, we're open 21 days or 22 days or 26 days. Divide that goal, that you know number by that and have a daily goal and post that every day. You and I are also pretty good examples of that. So when we don't get those, what do we both do? Where is it? Yes.
It drives me nuts not to have a daily scoreboard. The other thing that I wrote down to that is that reassess if needed. Because sometimes I think what happens is we set goals and we undershot our full potential. So don't be afraid to raise that bad boy too. Then the next one is that goal should then be divided down to your people. Right. So many times will have a manager that will set a goal and it can be wrong up or down. But if, like, let's say they have the goal of we want to do 100,000 in labor. Right. And they have four advisors. So you're like, okay, so you want each Advisor to do 25,000amonth. Like, that's ridiculously low potential. Yes. Or the other way where they'll say, I want to do 4, 400,000 and they have four advisors. You're like, okay, you want each Advisor to do 100 in labor and 100 in parts. Like, so your goals need to have some sort of thought and responsibility applied to the people that are performing the work, not some intangible number that you're chasing. Yeah, it's got to really break down into a daily number that then each advisor and each tech is responsible for that amount of gross or whatever it is. So it needs to apply to the actual team that you have.
Which goes back to when you do that. You might understand that in order to hit your goal, you need to upgrade your team.
It kind of forces you into that. Right? Well, I think that it goes back to the whole, if we do everything the other way that we've done it, the results aren't going to change. So something has to change if we're going to try to hit our full potential. Thanks so much for watching this clip of Service Driving Revolution. We're uploading new stuff every day, so make sure you subscribe and click click the bell icon so you don't miss out. If you have a question you'd like us to answer on the show, call 8333 Ask SDR and we'll answer your question on the show. That's 8333 Ask SDR for special deals on our books and training. Head over to offers.chriscollinsinc.com now that's offers.chriscollinsInc.com I'm Chris Collins and I'll see you in the next video. Sam.
