One of the most important elements in building a stable and secure business is reducing employee turnover. High turnover is expensive, draining both time and financial resources. Extended DISC® assessments are one of the most effective tools for stabilising your organisation and creating a more consistent, engaged workforce. This case study highlights how one car dealership leader achieved exactly that.
Calvin immediately struck me as a leader with a strong grasp of the big picture, especially when it came to understanding his employees. He had the rare ability to align strategy with people. What stood out most was his capability to thin-slice information quickly, without rushing to obvious or superficial conclusions.
Calvin oversees the sales teams across seven car dealerships. This is no small task. The retail automotive environment is competitive and emotionally charged, with customers making one of their largest purchase decisions. Salespeople work long hours, operate on full commission, and are often quick to move to a different dealership. Turnover is typically high, costly, and disruptive.
During a discussion about how Calvin used Extended DISC® assessments, I asked him:
“Have you identified what employee behaviours create success for you?”
He replied, “What do you mean?”
I clarified, “Do you know what behavioural styles your top sellers tend to have?”
Calvin smiled and said, “Of course. Let me show you.”
He pulled out a map showing his top performers. On the Extended DISC® map, it was clear that his “top guns” clustered tightly in one narrow area.
See opposite for the shotgun map and DISC breakdown of Calvin’s immediate top guns.
When you look at the Extended DISC® shotgun map, Calvin’s short-term top producers were located in the D and I quadrants. These styles deliver fast results and thrive on challenge.
But what impressed me even more was Calvin’s strategic interpretation.
When I asked, “So you look for those traits in new salespeople?” Calvin calmly said:
“No.”
I was puzzled. “But you just said they’re your top guns.”
“They are,” he said, “but not for long. One month they sell the most cars, and the next month my competitors poach them or they leave for marginally better pay. Within months, they’re gone. And that leaves me with no salesperson on the floor, no sales, and high recruiting costs.”
“So what do you do?”
Calvin pulled out another map.
“I look for salespeople who fall into this area,” he said.
See opposite for the shotgun map and DISC breakdown of Calvin’s stable long-term salespeople.
On this Extended DISC® shotgun map, Calvin’s long-term, consistent producers were located in the I and S quadrants. I-style and S-style individuals build immediate rapport, enjoy steady routines, and are much more likely to stay in the same role over long periods.
“They stay with me,” Calvin continued. “I can train them to sell. They’re loyal, they grow with the business, and they don’t jump ship. I have cut my employee turnover by almost half. The owner is thrilled.”
This was a smart and strategic application of Extended DISC® insights. Calvin learned that short-term performance does not always translate into long-term success. By mapping behavioural styles, he shifted his hiring decisions toward stable, loyal, long-term producers rather than short-burst performers.
As a result, turnover decreased, the business stabilised, and performance improved sustainably.
Have you identified the behavioural traits that lead to long-term, sustainable success in your organisation? If not, how much is it costing you? What will happen if nothing changes?
Want to Build a More Stable, Low-Turnover Workforce?
Use Extended DISC® assessments to identify long-term performers, reduce recruitment headaches, and strengthen the foundation of your business.
