{"id":62938,"date":"2024-12-05T13:20:28","date_gmt":"2024-12-05T21:20:28","guid":{"rendered":"http:\/\/www.enxmag.com\/twii\/?p=62938"},"modified":"2024-12-05T13:20:31","modified_gmt":"2024-12-05T21:20:31","slug":"2024-elite-dealer-challenges-turning-obstacles-into-opportunities","status":"publish","type":"post","link":"https:\/\/www.enxmag.com\/twii\/elite-dealers\/2024\/12\/2024-elite-dealer-challenges-turning-obstacles-into-opportunities\/","title":{"rendered":"2024 Elite Dealer Challenges: Turning Obstacles into Opportunities"},"content":{"rendered":"\n
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Our December issue encapsulates 118 of the office technology sector\u2019s leading providers, the Elite Dealers. For many companies, it was a very good year, as evidenced by strong year-over-year growth from the honorees. But by no means was the campaign without its flaws, as dealers were faced with myriad challenges\u2014hiring difficulties, reconciling growth, the inflation-addled economy and a general decline in MFP placements.<\/p>\n\n\n\n

ENX Magazine<\/em>\u2019s print issue celebrated the many triumphs and accomplishments enjoyed by our Elite Dealers. However, we\u2019ve chosen the newsletter to splash a bit of cold water on them by chronicling the greatest obstacles faced in the past year, along with insight into how these companies dealt with adversity. We\u2019ve decided to mix up the talking points, as to not (for example) have 10 dealers bemoan the state of the economy or the lack of qualified salespeople in the employment pool. We won\u2019t get to every Elite Dealer\u2019s primary challenge, but over the course of December we hope to offer up a strong cross-section of issues for your perusal.<\/p>\n\n\n\n

Hybrid Hijinks<\/strong><\/p>\n\n\n\n

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The distributed workforce topic manifested itself in several ways, from providing technology to clients embracing a hybrid workforce to dealers having to reconcile work-from-home requests by their own employees. Nashville, Tennessee-based Novatech sought to accommodate the growing need for flexibility in a post-pandemic period. At the same time, maintaining an office-first culture that fosters collaboration, innovation and strong team dynamics creates a foundation for success.<\/p>\n\n\n\n

\u201cTo balance these expectations, we introduced a flexible hybrid model that allows some remote work while ensuring key collaboration and decision-making happen in person,\u201d the dealer wrote. \u201cBy focusing on in-office days for team-building and strategic projects, we’ve been able to maintain high levels of productivity and engagement. We also invested in technology solutions that make remote work seamless, allowing our employees to stay connected and efficient, whether at home or in the office. This balanced approach has kept both our employees and clients happy, proving that flexibility and collaboration can co-exist harmoniously.\u201d<\/p>\n\n\n\n

\"\"<\/figure><\/div>\n\n\n\n

At Baltimore-based Quality Business Solutions, leadership has recognized the changing workplace dynamic. The dealer\u2019s administration, sales and IT departments all wanted the option to work from home, but like Novatech, Quality\u2019s leadership felt the team would be better served in office. This led to a hybrid setup.<\/p>\n\n\n\n

\u201cWe like for our team members to come into the office, so they have that sense of fellowship with each other,\u201d the dealer reported. \u201cThis also helps them to work more like a team verses individually.\u00a0 We give the option to work from home one day a week as well to accommodate their personal needs.\u201d<\/p>\n\n\n\n

Growing Pains<\/strong><\/p>\n\n\n\n

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Uptown problems are nice to have, but they need to be addressed regardless. Take Shore Business Solutions of Wall, New Jersey. The dealership has been reaping solid growth, but it\u2019s getting too big for its britches, literally. The remedy was hammered out last fall.<\/p>\n\n\n\n

\u201cWe are growing at a very fast pace and our current office is busting at the seams,\u201d Shore wrote. \u201cIn the last 30 days, we secured a new office location and we will start 2025 strong with a move to a brand new, state-of-the-art facility just steps away from our current home.\u201d<\/p>\n\n\n\n

\"\"<\/figure><\/div>\n\n\n\n

Growth has been a blessing and an obstacle for Prosource of Cincinnati. Consistency has been key as the dealer posted double-digit increases in each of the past two years. With growth, there\u2019s the need to source qualified talent to accommodate it\u2014not always a simple task. <\/p>\n\n\n\n

\u201cWe have placed a big focus on recruiting, selection and hiring along with employee retention,\u201d the dealer reported. \u201cAs a result, we have been able to grow our sales development team over the past year, which will help yield positive results in the future and ongoing.\u201d<\/p>\n\n\n\n

\"\"<\/figure><\/div>\n\n\n\n

Many dealers refuse to compromise their standards in order to bring in needed reinforcements more quickly. Blue Technologies of Cleveland has encountered what it termed an extremely chaotic job market, but wouldn\u2019t relent on its core values and foundation. That required pitching the virtues of working at Blue Technologies, which includes becoming a member of a stable team, one that shows appreciation for the efforts of teammates. And not just sales.<\/p>\n\n\n\n

\u201cWe introduced a new [recognition program] for non-sales staff, the Call of Duty award,\u201d Blue reported. \u201cEvery month, our management team presents candidates who go above and beyond their daily job responsibilities. The entire leadership team votes on the monthly winner. That winner is recognized in front of our leadership team and throughout the month. The pride they have once recognized is contagious. The winners proudly display their plaque in their work area and often encourage others on their story of winning that award.\u201d<\/p>\n\n\n\n

\"\"<\/figure><\/div>\n\n\n\n

When the market for acquiring talent is hotly contested, it can require a dealer to revisit how it compensates in order to remain competitive. Millennium Business Systems of Livonia, Michigan, did exactly that when confronted with personnel needs.<\/p>\n\n\n\n

\u201cHiring and recruiting still remains one of our top challenges.  We revamped our compensation packages to improve our company offerings,\u201d the dealer wrote.<\/p>\n\n\n\n

\"\"<\/figure><\/div>\n\n\n\n

Turnover can cause turmoil, especially when more than one team member decides to exit. Pearson-Kelly Technology (PKT) of Springfield, Missouri, acquired a business in northwest Arkansas, and needed to fill in two key leadership positions.<\/p>\n\n\n\n

\u201cDespite the changes to management, our team quickly banded together, filling the gaps for the few weeks it took to restructure our leadership team, and fill the missing roles,\u201d PKT reported.<\/p>\n","protected":false},"excerpt":{"rendered":"

Our December issue encapsulates 118 of the office technology sector\u2019s leading providers, the Elite Dealers. For many companies, it was a very good year, as evidenced by strong year-over-year growth from the honorees. But by no means was the campaign without its flaws, as dealers were faced with myriad challenges\u2014hiring difficulties, reconciling growth, the inflation-addled economy and a general decline in MFP placements. ENX Magazine\u2019s print issue celebrated the many triumphs and accomplishments enjoyed by our Elite Dealers. However, we\u2019ve chosen the newsletter to splash a bit of cold water on them by chronicling the greatest obstacles faced in the past year, along with insight into how these companies dealt with adversity. We\u2019ve decided to mix up the talking points, as to not (for example) have 10 dealers bemoan the state of the economy or the lack of qualified salespeople in the employment pool. We won\u2019t get to every Elite Dealer\u2019s primary challenge, but over the course of December we hope to offer up a strong cross-section of issues for your perusal. Hybrid Hijinks The distributed workforce topic manifested itself in several ways, from providing technology to clients embracing a hybrid workforce to dealers having to reconcile work-from-home requests by their own employees. Nashville, Tennessee-based Novatech sought to accommodate the growing need for flexibility in a post-pandemic period. At the same time, maintaining an office-first culture that fosters collaboration, innovation and strong team dynamics creates a foundation for success. \u201cTo balance these expectations, we introduced a flexible hybrid model that allows some remote work while ensuring key collaboration and decision-making happen in person,\u201d the dealer wrote. \u201cBy focusing on in-office days for team-building and strategic projects, we’ve been able to maintain high levels of productivity and engagement. We also invested in technology solutions that make remote work seamless, allowing our employees to stay connected and efficient, whether at home or in the office. This balanced approach has kept both our employees and clients happy, proving that flexibility and collaboration can co-exist harmoniously.\u201d At Baltimore-based Quality Business Solutions, leadership has recognized the changing workplace dynamic. The dealer\u2019s administration, sales and IT departments all wanted the option to work from home, but like Novatech, Quality\u2019s leadership felt the team would be better served in office. This led to a hybrid setup. \u201cWe like for our team members to come into the office, so they have that sense of fellowship with each other,\u201d the dealer reported. \u201cThis also helps them to work more like a team verses individually.\u00a0 We give the option to work from home one day a week as well to accommodate their personal needs.\u201d Growing Pains Uptown problems are nice to have, but they need to be addressed regardless. Take Shore Business Solutions of Wall, New Jersey. The dealership has been reaping solid growth, but it\u2019s getting too big for its britches, literally. The remedy was hammered out last fall. \u201cWe are growing at a very fast pace and our current office is busting at the seams,\u201d Shore wrote. \u201cIn the last 30 days, we secured a new office location and we will start 2025 strong with a move to a brand new, state-of-the-art facility just steps away from our current home.\u201d Growth has been a blessing and an obstacle for Prosource of Cincinnati. Consistency has been key as the dealer posted double-digit increases in each of the past two years. With growth, there\u2019s the need to source qualified talent to accommodate it\u2014not always a simple task.  \u201cWe have placed a big focus on recruiting, selection and hiring along with employee retention,\u201d the dealer reported. \u201cAs a result, we have been able to grow our sales development team over the past year, which will help yield positive results in the future and ongoing.\u201d Many dealers refuse to compromise their standards in order to bring in needed reinforcements more quickly. Blue Technologies of Cleveland has encountered what it termed an extremely chaotic job market, but wouldn\u2019t relent on its core values and foundation. That required pitching the virtues of working at Blue Technologies, which includes becoming a member of a stable team, one that shows appreciation for the efforts of teammates. And not just sales. \u201cWe introduced a new [recognition program] for non-sales staff, the Call of Duty award,\u201d Blue reported. \u201cEvery month, our management team presents candidates who go above and beyond their daily job responsibilities. The entire leadership team votes on the monthly winner. That winner is recognized in front of our leadership team and throughout the month. The pride they have once recognized is contagious. The winners proudly display their plaque in their work area and often encourage others on their story of winning that award.\u201d When the market for acquiring talent is hotly contested, it can require a dealer to revisit how it compensates in order to remain competitive. Millennium Business Systems of Livonia, Michigan, did exactly that when confronted with personnel needs. \u201cHiring and recruiting still remains one of our top challenges.  We revamped our compensation packages to improve our company offerings,\u201d the dealer wrote. Turnover can cause turmoil, especially when more than one team member decides to exit. Pearson-Kelly Technology (PKT) of Springfield, Missouri, acquired a business in northwest Arkansas, and needed to fill in two key leadership positions. \u201cDespite the changes to management, our team quickly banded together, filling the gaps for the few weeks it took to restructure our leadership team, and fill the missing roles,\u201d PKT reported.<\/p>\n","protected":false},"author":166,"featured_media":62939,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[81,1650,82,87,1638],"tags":[798,3307,3410,3654,2265,848,4097],"_links":{"self":[{"href":"https:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/posts\/62938"}],"collection":[{"href":"https:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/users\/166"}],"replies":[{"embeddable":true,"href":"https:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/comments?post=62938"}],"version-history":[{"count":2,"href":"https:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/posts\/62938\/revisions"}],"predecessor-version":[{"id":62947,"href":"https:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/posts\/62938\/revisions\/62947"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/media\/62939"}],"wp:attachment":[{"href":"https:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/media?parent=62938"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/categories?post=62938"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/tags?post=62938"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}