#40 - Monday Minute | Shut the Door and Talk to Your Employees

<p>Welcome to the Monday Minute, brought to you by Auto Analytix — your 52-week guide to a better dealership. A quick reset to help you lead better, think clearer, and build your dealership with intention. Before we get started, make sure you have reviewed Sunday&#39;s newsletter. It lays out the full theme for the week, the why behind it, and simple exercises you can work through with your team. The Monday Minute is the mindset. The newsletter is the roadmap.<br>When was the last time you shut the door, put the phone down, and had a real one-on-one with each of your employees? Not when someone screwed up. Not a conversation shouted across the showroom. An actual review — where they found out where they stand, what they are doing well, and what you expect them to improve. If you cannot remember, that is the problem. Your employees are not wondering if they are doing a good job. They are assuming. And the first honest conversation about their performance should never be the one where you are about to let them go.<br>In this episode, Jeff and Luke break down the one-on-one review process that most independent dealers either skip entirely or only run when something has already gone wrong. Jeff introduces the 3x3 format — three things the employee does really well, written down and said out loud, because dealers spend so much time correcting people they forget to reinforce the good; three things they can improve on, framed as a conversation not an attack, tied to their KPIs and responsibilities with the why explained; and one single measurable goal for the next review period. Not ten, not five — one. Incremental improvement over a 90-day window beats a laundry list of expectations nobody remembers by Tuesday. Luke adds the question that most leaders never ask and almost always need to — at the end of every review, ask your employee what you can do better and how you can help them succeed. Then stop talking. Do not defend. Do not explain. Just listen. Because if you are going to hold your team accountable, you have to be willing to be held accountable too.<br>Your assignment this week: get your employee reviews on the calendar. Quarterly is great, semi-annual is better than nothing, but put a date on it and protect it. Use the 3x3 format — wins, improvements, one goal. Review the numbers, set the target, and end every review by asking what you can do better as the leader. Your employees should never wonder where they stand. If you tell them they are doing well,