0:23 my HR moral compass was kind of a little gray 0:53 when you want to pick a star performer, you are looking for a specific personality type. Needs to be an extrovert, needs to be a charmer, needs to also have personal agenda, almost like a little...
0:23 my HR moral compass was kind of a little gray
0:53 when you want to pick a star performer, you are looking for a specific personality type. Needs to be an extrovert, needs to be a charmer, needs to also have personal agenda, almost like a little bit sociopathic. They're probably horrific at paperwork
2:04 if you're going to go by a personality profile test, you need to go with someone that has a high risk of getting in a little bit of trouble once in a while only. You could go the safe way, but they just wouldn't produce
3:37 Next thing he decided to like, just take a shirt off and send a picture of the shirt.
5:53 I bought my first car, I did my whole process, bought my car, everything was fine. And oh, my gosh, three days after my salesperson would not stop calling me calling, calling calling
6:38 I got a lot of my prospects...somebody that somebody that bought a car, but you know, we're always walking the line of, if it doesn't work out, I don't want to get a bad survey!
7:13 sexual harassment would never be reported, but only rated.
Unknown Speaker 0:00
Every single HR person I know, it's just so like black and white. And, you know, there's just the things that they have to deal with are so outrageous, and I'm like, you guys are not waiting in the car. Like you don't know, you know, it's, it's pretty crazy. And so you know, I always joke and I say that my moral my HR moral compass kind of like got a little, you know, a little instead of what black and white It was kind of a little gray because you do have to, you have to learn to work with the dealer you have to learn to work with the sales managers with, you know, service, everything is so different. Everybody's so completely different. You know, I was just talking to somebody when you we were looking for we were using predictive assessments to pick our star performers. And when you want to pick a star performer, you are looking for a specific personality type. And you know what that personality type is like that personality type needs to be an extrovert he needs to be a T needs to be a charmer, he needs to also have his own personal agenda, almost like a little bit sociopathic. Because these people need to be able to, you know, go out there and make the sale and that it is a like a What do you call it an ego booster kind of thing. So you know, that these people are just amazing at making connections are amazing at letting you hear what you you know, telling you what you want to hear amazing at just like, all these gifts of gab, and they're probably horrific at paperwork in so the accounting department is always fighting with them and hating them. This happened all the time. It didn't matter what dealership you work that you always had, you know, the accounting department chasing after them because, you know, they couldn't get their paperwork filled out, but they were selling cars, you know. So yeah, it's pretty crazy.
Jeff Sterns 2:04
So so by design, if you're going to go buy a personality profile test, you need to go with someone that has a high risk of getting in a little bit of trouble once in a while only. You could go the safe way, but they just wouldn't produce what I'm produced. And that's
Unknown Speaker 2:20
exactly yeah, you're absolutely right, you know, flirty, charming, all this stuff. This window is an actual sales manager. Like and he No, maybe he was a GSM actually. And this was a person that was like, he was good looking. And he knew it. And he just had this like persona about him. And he carried himself the right way. He knew what to say, who's great guy, and how does your common sense leave you I have no idea. But this guy, you know, started texting with a client. And after the purchase was done after everything was you know, completed. And, you know, things are okay until they're not okay, we had talked about that before. In the heart. The difficult thing is that, you may think they're okay all the time, but the other person is the one that all of a sudden it is not okay anymore. It's never about intention. It's always about perception. So this guy probably never meant to it, to do any of it. But the text messages starting started getting a little bit you know, like,
Jeff Sterns 3:31
so this is a manager or general sales manager and a customer,
Unknown Speaker 3:37
a customer and so they were flirty, and they got more flirty and more flirty. And she seemed to be okay with it. Next thing he decided to like, just take a shirt off and send him send a picture of the shirt. You know, it was a shirt, at least that that was it. It? She she didn't like that anymore that she was like, Ah, now we crossed the line. But when do you know that you're crossing the line unless they tell you that your profit line. And by the time you cross the line is too late. It's done.
Jeff Sterns 4:06
I think about HR liability, where sexual harassment or hostile work environment or whatever or ethnic this and making it so something about work environment and then causing a liability that the dealer or an owner or business owner may need to write a check for? Is that does that liability exist when its customer and employee? Absolutely. Oh, interesting. Like sexual harassment from a Cust from a customer. That's the same liability is in the workplace.
Unknown Speaker 4:38
Well, no. Okay. So so let's answer that question. No. So in this particular case, she could have gotten after him directly, Sibley, she could have gone, you know, after him directly for that. She complained to the company and the company. The dealership actually fired him because it was like threat of text messages was sent copied, everything was sent over. So there was like, you know, come on, that was just poor judgment. So, so no. So that was that would not have been through the EEOC, the Equal Employment Opportunity Commission means that would not have been that way. So as an employee, then you would then go to EEOC, file a claim for sexual harassment, and then it goes that way. And then the company has to, you know, investigate, find out if it's founded on founded. And then most likely, nine times out of 10. You have to just settle just to make it go away.
Jeff Sterns 5:40
publicity? Yeah, right. It's just the pain, like, wow, you know, a manager sending shirtless photos. I, you know, I may have done something like that, except I knew that that would end all flirting, if someone saw me with my shirt off, but that's for a different job.
Unknown Speaker 5:53
When I first got to Florida, and I bought my first car, I did my whole process, bought my car, everything was fine. And oh, my gosh, three days after my salesperson would not stop calling me calling, calling calling and wanting to go out. And I was I was really freaked out. Because that was here by myself. I just got here. It was, you know, 2001. And I was by myself. And so it was a little creepy, because he knew where I lived. He had my address, he had all my information, that guy.
Jeff Sterns 6:28
Right? Well, right of court now, before I was married the first time, oh my god, you know, 25 years ago. That was where I got a lot of my prospects was of course, somebody that somebody that bought a car, but you know, we're always walked prospects, we're always walking the line of you know, if it doesn't work out, I don't want to get a bad survey. Luckily, you know, never came in never got, you know, I never had an ugly situation. I married one of them, you know, customer once also. But Max's mom, but you know, it's funny, because we had a outwardly gay employee that you know, so we won't mention the store that you so let us know that sexual harassment would never be reported, but only rated. He would say that to me, when I would do a sexual harassment training, I'll say you know who I'm talking to. Okay. And so, one of the the most hurtful things he ever said to me, is he says, Jeff, your wife is so cute. That is the only female that I would ever think of being with. And I said, Well, that's terrific. What about me? Because now you're not my type. I said, so you'd switch before you'd be with me. He goes, yes. I said, Okay. So you know, that's really, that's really wounding. This has been Jeff Sterns connected through cars.
Transcribed by https://otter.ai
Human Resources Executive with over 20 years of experience in all HR related areas, specializing in leadership development, training and consulting. Leadership and relationship coach.