Any store or department manager will tell you turning around a struggling workplace culture isn’t easy.
Yet Jimmy Schaberg, one of our Aftersales In-Store Directors in Oregon, managed to do just that at Lithia Chrysler Dodge Jeep Ram Fiat of Eugene in just a few years.
His secrets to reinventing store culture?
- Listening to employees to hear what matters most to them
- Creating and executing an action plan to meet those priorities
- Leveraging teamwork through internal and external community events
A Winning Leadership Approach
Schaberg’s team-centric approach has paid off in more ways than one. Not only are employee engagement, morale, and retention noticeably on the rise, but Schaberg was recently named a 2025 Lithia & Driveway Partner Group (LPG) Silver Winner in Aftersales (LPG is our highest operational honor)!
His team’s culture was touted as a major vehicle for reaching nearly 20% over expectation with a strong bottom line, breaking the store’s overall records. “When people feel connected to something bigger, they rise to the occasion,” says Schaberg of his teams’ exceptional performances. “That’s one reason why I consistently plan special surprises and events for my parts and service teams, as well as for the entire store. It’s about how to Have Fun and achieve together.”
Starting Small Makes a Big Difference
No matter how long a person has been with the company, Schaberg wants them to feel heard, appreciated, and valued. While determining larger strategies to improve employee engagement, he finds ways to execute the team’s smaller asks—for example, when a tech requested a certain tool to expedite work, he bought the tool for the employee and others.
“I don’t overcommit to what I can do,” Schaberg explains, “but I always say I’ll check things out, starting small and letting those add up into a bigger feeling of camaraderie and sense of team.”
To stay in tune with his employees, he also holds weekly team meetings, where the group enjoys tasty treats while discussing wins/losses, problem-solving, and evaluating department progress. “One of the best ways Jimmy contributes to building team culture is leading by example and holding our weekly meetings,” says Cody Ontiveroz, Service Advisor at Lithia CDJRF of Eugene. “He knows what’s happening and if anyone needs assistance.”
Leveraging Community Relations
To broaden in-store engagement efforts, Schaberg weaves other community relations opportunities into his culture-boosting strategy whenever he can. For instance, in 2026, Schaberg volunteered to coordinate both the Lithia Eugene stores’ participation in the Special Olympics’ Polar Plunge—which is a Q1 social sustainability pillar for Lithia & Driveway's Community Relations Team.
“Thanks to working with Brittany Osterhout and her Community Relations Team, we’ve had the support and opportunity to raise thousands of dollars for Special Olympics Oregon while increasing awareness, volunteerism, and a giving-back culture among employees,” explains Schaberg. The stores have also supported the Q3 focus on Breast Cancer Awareness by participating in the regional “Men Wear Pink” golf tournament.
Making Educational Connections
Schaberg ensures his sales/parts employees take professional development avenues wherever, whenever, and however they appear.
“GROW OUR OWN TECH” PROGRAM
To help promote auto technician retention, Schaberg has developed an internal mentoring program. Candidates start in the lube lane for a few months and, if applicable, they are paired with a senior tech, who serves as a mentor, for six months. While garnering extra“mentor” pay, the senior tech helps the candidate gain knowledge and hands-on experience.
He has had a few success stories with this program, but admits it’s not easy. “When it works, however, we gain a high-level tech who is invested in the shop and their coworkers,” says Schaberg. “Another mentoring program we are jumpstarting helps to develop service advisors in-house.”
Cody Ontiveroz credits Schaberg’s leadership and support for helping him attain a service advisor position. “I don’t know how I would have gotten as far in the company as I have without his help.”
OFF-TO-COLLEGE EVENTS
Earlier this year, Schaberg encouraged Lux Esterbrook, his only female auto tech, to attend a nearby community college’s annual Women in Auto conference, where she served as a guest panelist sharing her experiences as a young woman in male-dominated educational and work environments.
“Jimmy invests in his employees in many ways, including coaching, career development, education, and personally,” says Esterbrook. “I’ve been fortunate enough to experience the support and team culture he has created at the store, and thanks to him, I’ve become a successful certified technician.”
Being a Culture Champion
Retail leaders have to stay nimble and constantly looking for unique ways to build store culture, teamwork, and loyalty. Employee retention is key to Auto Done Easy—legacy and loyal employees will offer up the best customer experiences and performances.
Brittany Osterhout, Community Relations Manager at Lithia & Driveway, observes that Schaberg offers his teams and stores engaging events where they feel empowered “to give back to each other, our customers, and their community. He’s a culture champion for Lithia & Driveway!”
