Ind epe n de nt May/June 2021
Spring Show
Features virtual breakout sessions and insight from suppliers
A L LP RO’S NE W DI ST R I B U T I ON C E NT E R Takes Center Stage An ALLPRO® Publication
T HE RISE IN DI Y P ROJECTS during the pandemic
A LLP RO TA LKS Johnson Paint’s Joshua Johnson shares his history with ALLPRO
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AT THE MIKE | FUTURE
@ A L L PROCOR P
SUPPLIERS BEING CHALLENGED MI CHAEL BEAUDOI N Executive Vice President ALLPRO Corporation
S P O T L I G H T:
s we round the corner and move into the second quarter of 2021, the realities of the new challenges are in full view. Normally this time of year post show, members start to settle into the busy season where all efforts are on generating sales and growing their business. This year is like no other in recent history where business is exploding and at the same time there is a complete upheaval in all sources of supply. The reasons are varied and include a full pandemic causing massive shortages of raw materials, exacerbated by extreme weather and shutdowns of many critical producers in Texas. The results are price increases, long lead times, product outages, and rationalization of products. We started to receive price increases back in September. The pace quickly began picking up momentum where virtually every supplier has had at least one increase and several of them more than one in a very short amount of time. In normal times, price increases start with a proper notification followed by at least a
6 Home Décor Group Celebrating half a century 11 Dugan’s Paint & Flooring 150 Years Strong 16 ALLPRO Talks Q+A Johnson Paint Co.’s Joshua Johnson
60-day advanced notice date based on our market vetting process. These are anything but normal times and, in many cases, there is an immediate need for the supplier to raise their prices to stay healthy. The result is that our normal process no longer applies to these times. What we are relying on now is trust. Trust that our suppliers need the immediate relief, trust that the increase is in proportion to what is needed, trust that the group is being treated fair relative to our existing advantage, and trust that the increase is being executed in a consistent manner; meaning ALLPRO does not take it before the overall market. For the most part, that trust was well earned, and the group benefited from the member/supplier culture that has been cultivated over the years. Our focus soon became proper execution of the price increase rather than negotiating the increase. It is important that all increases are documented and understood by our members so they can make the necessary changes to their system. Just as there are shortages in all facets of manufacturing, there are also rising shipping costs causing many suppliers to adjust their minimum orders and add freight surcharges. Unfortunately, freight surcharges are a price increase and, in most
cases, would not be captured by member ERP systems. Therefore, we require that the price list include the freight surcharge in the price so members can capture their true cost of goods. ALLPRO is fortunate to have some of the best suppliers in the industry and helping to keep them healthy is important. With that in mind, we have collaboratively worked with many of them to navigate these times and take the necessary price action. There were several instances where a supplier was fearful that their business was in jeopardy either due to rising costs or inability to get raw materials. Like many of our members who rose to the challenge during the height of the pandemic, many of our suppliers are doing the same now. I am seeing new containers, new sources of supply for raw materials, new trucking companies to ship product, and more. They have become creative and resourceful to weather the current circumstances. The good news is that I believe that things will improve over the next few months. Despite all the challenges, suppliers are still shipping to a record number of businesses and working hard to meet the demands on the market.
20 A Rise in DIY Consumers turn to home improvement projects during the pandemic
30 Taking Center Stage ALLPRO’s fourth distribution center is open for business
24 Spring Show Recap Virtual event features breakout sessions & insight from suppliers
34 The Compensation Report Adequately recognizing employees for their contributions
36 Reducing Employee Turnover How to retain staff & keep them happy 38 Shop Talk The strangest items paint matched over the years
May/June 2021 | ALLPRO INDEPENDENT | 3
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INDEPENDENT | ON THE BLOCK
Congratulations to the new additions to our ALLPRO family! Welcome to our ALLPRO family! Please join us in welcoming 21ST CENTURY PAINTS and WESTERLY PAINTS, INC. to the ALLPRO family of independent retailers! 21st Century Paints has one location in Holland, OH, and Westerly Paints has two locations, one in Westerly, RI, and one in Mystic, CT.
SHARE YOUR NEWS! If you are involved in a community event, special project, charity, or are celebrating a milestone, please share your news with Susie Fontana at susanne.fontana@allprocorp.com.
Congratulations to the following members on their recent expansions:
VOLUME 4 ISSUE 3
ABOFF’S PAINTS has opened a new store in Hauppauge, NY; AUBUCHON HARDWARE will be opening Village Hardware in Alexandria, VA; Canpro Decorating Products welcomed new member VALLEY DECORATING & PAINTING SUPPLIES CENTRE in Canmore, AB; Canpro Decorating Products has added five new locations: ATLANTIC PAINT LTD. 2 in Langley, BC; MARKHAM COLOURS 2 in Markham, ON; PARTNERS PAINT & PAPER in Forest, ON; QUINTE PAINT in Trenton, ON; and SPATTERS PAINT & DECORATING in Gibson’s Landing, BC; FISHER PAINTS will be opening their third store in Quarryville, PA; JC LICHT will be opening two new stores, one in Berwyn, IL, and one in Palos Heights, IL; MONARCH PAINT STORES of DC will be opening their seventh location in Falls Church, VA; REGAL PAINT CENTERS will be opening their ninth store, located in Crofton, MD; SPECTRUM PAINT has opened two new locations, one in Hilton Head, SC, and one in Shawnee, KS; and WHITE’S LUMBER & BUILDING SUPPLIES will be opening their fourth location, White’s Paint, in Watertown, NY.
ALLPRO Leadership board president Elliot Greenberg Executive Vice President Mike Beaudoin Vice President of Merchandising Scott Morath Marketing Coordinator Susie Fontana
About ALLPRO Independent We are a bimonthly publication dedicated to strengthening the ALLPRO community with relevant stories and news. Your suggestions, opinions, and feedback are encouraged.
How to Reach Us Write to us at ALLPRO Corporation 4946 Joanne Kearney Blvd., Tampa, FL 33619 Or contact us at 813.628.4800 or by email at allpro@allprocorp.com All publishing services provided by Gallon Creative www.galloncreative.com
In Memoriam: John A. Loconsolo t is with heavy hearts that the ALLPRO family says goodbye to the celebrated businessman, beloved family man, and generous spirit, Mr. John A. Loconsolo, who passed away on April 1, 2021. John was born to Jack and Victoria Loconsolo in Brooklyn, New York, and partnered with his father, starting their own contracting business. Together, they painted schools and churches for the Diocese of Brooklyn, and he also completed the first repaint of the Verrazano Bridge, and World Trade Center. John went on to found Loconsolo Paints, all while serving on several community and business boards, each aimed at giving back to his community. He was also a founding member of Columbia Citizens Foundation, on which he served as President for two years, developing a College Scholarship Committee during his tenure. Always active in his community, John consistently gave back in meaningful ways, initiating his own “Be an Angel Program,” through which he personally supported the education of 100 children. Those close to John knew him as a compassionate, empathetic man with an amazing knack for storytelling. Loved ones plan to keep his memory alive by sharing memories and recalling his kindness. John will be dearly missed by his friends, family, and coworkers alike.
May/June 2021 | ALLPRO INDEPENDENT | 5
Daniel Raymond – Paint Associate
6 | May/June 2021 | ALLPRO INDEPENDENT
SPOTLIGHT | HOME DÉCOR GROUP
home décor group
CELEBRATING HALF A CENTURY ome Décor Group’s success story began fifty years ago, with a single paint and wallpaper shop called Walls of Décor. The Tappers, the father/son duo manning the operation, had been working in the paint and hardware industry for decades and were ready to branch out on their own. They remained a single-store operation until 1995 at which time they purchased a local paint store, which was followed by a merger with a third location formerly known as Norman’s Paint and Decorating. The pair ran their business with an ethos of integrity and accountability, core values which have transcended time and remain an essential aspect of the company’s business model today. Now, half a century and seven additional stores later, the original owner’s third generation, Mike Tapper, is at the helm, striving to continue the legacy his lineage has built—and then some. “Even though we have more stores now,” Mike explains, “we still consider ourselves a small local business. We try to be good members of the community.” Today, Home Décor Group has a total of 51 employees and eight locations, solidifying themselves as the go-to place for home improvement in Northeastern Massachusetts. Still proudly family-owned and operated, Mike has facilitated a rapid expansion over the last three years, with the purchase of two companies two months apart in 2019, and another in 2020, just before COVID-19 reared its ugly head and changed life as we knew it. Expansion is a daunting task even under normal circumstances, but during a global pandemic? That’s another undertaking altogether. Thankfully, Home Décor Group has weathered the storm with poise, feeling confident as they celebrate their 50th anniversary. When the virus first broke out, a lot of Home Décor Group’s employees were infected, making the opening of new stores an even greater challenge. Between managing sick leaves and personal safety concerns, there were a lot of moving parts to consider. “We’re proud of the fact that through all of this we were able to keep all the stores open. It wasn’t easy. We’re just trying to be as accommodating and respectful of the customers as possible. If they don’t want to leave their house, we’ll deliver.” By staying attuned to his customers’ needs and wants throughout this particularly precarious time, Mike was able to adapt his services accordingly. “You’ve seen people’s buying habits, they are changing. The way they buy. You see it when you go out. People want to buy on their phone and come in a day later and just grab it and go, and other people don’t. So whatever people want, we’re ready to serve them.”
But Home Décor Group’s success boils down to more than just Mike’s good intuition or a tried-and-true business model that puts people first. It’s clear, through conversing with Mike, that it’s a team effort. “We hire the best people that we can. We think highly of our staff. We hope that they treat it like it’s their company. Relationships with the customers are not just for the owners. Our staff are the ones driving the company. They all do a good job day-in and day-out.” A family affair at its core, Mike’s brother is in charge of attracting talent, with Mike sharing “he does a really good job of traveling to the stores and making sure everyone is on the same page. Communicating well. It all falls in place from there.” With over 50 team members, it can be difficult to retain good employees, something Mike is keenly aware of, offering a competitive salary, good benefits, and a 401k as incentives for hires to stay the course. “We think we don’t have too many layers at this point, so that’s been good for (a sense of) ownership going straight to the employees. I think that’s helpful. Some of the people like that, they feel more involved.” As for management style, it seems that comes as second nature for Mike. “I’m more of a lead by example and hope people see the effort. Come in every day and treat people how you’d want to be treated. I know it’s a simple cliché, but you treat the staff like you’d want to be treated, and everyone will take care of you from there.” This communal approach to business extends beyond the individuals on the Home Décor Group payroll. From their community to the organizations they are a part of, they are always active participants, whether they are contributing to or benefiting from their associations, it’s about give and take. They’ve been valued ALLPRO members since 2001, exemplifying our mission of networking for success. Mike found this particularly valuable over the last several years as he gained more market share. “It’s been great just to talk to other people who have been there before and learn from all the stores and just see what other people are doing. It’s pretty amazing. It’s all people going through similar situations. We’re all fighting the same battle.” Similarly, Mike and his team stay active in the communities they serve, which now total eight. “They are all a little different. But its good people, it’s local. It’s home. Our community is very concise, but for the most part it’s been interesting seeing these towns evolve. A lot of businesses change in the community, stronger businesses, all these towns are getting nicer and nicer, it’s pretty cool to see.” With a finger on the pulse of the people comprising their patronage, Home Décor Group
May/June 2021 | ALLPRO INDEPENDENT | 7
From left to right: Daniel Raymond – Paint Associate, Jason Johannessen – Store Manager, Brendan Simpson – Paint Associate, Jose Pereira – Paint Associate
Q: Jose Pereira – Paint Associate
is intertwined with the fabric of the lives of the people they serve, getting to know families and paying it forward with every passing day. Although plans for any formal celebration to commemorate their 50th year in business are on hold due to the need for distance at the moment, Home Décor Group remains optimistic about future plans. “We’re having fun with [growing] right now. We’ll see, there are no plans. It’s just interesting to see how the industry evolves, and how we’ll evolve with the industry,” says Mike excitedly. “It’s interesting to look back and see how things have changed and we’re excited to see what we can do with the business,” shares Mike, before chuckling, “…and you know, maybe someday I’ll retire.” A huge congratulations goes out to Mike and the Home Décor Group team for 50 years in business and their recent growth. We’re proud to have you a part of the ALLPRO family!
8 | May/June 2021 | ALLPRO INDEPENDENT
fav o r i t e lo c a l s p ot f o r f o o d / e n t e r ta i n m e n t ?
DURING COVID...MY COUCH. PRE-COVID...MY COUCH. JUST KIDDING, I TEND TO GO TO THE DIVE BAR DOWN THE STREET FROM ME FOR SOME FOOD AND TO WATCH A GAME. Q: W ho is t h e employee t hat h as been t her e t he lon ges t ? A: Ralph Meneades, our window treatment manager has been with the company since 1973. Q : I f you h ad t o ch oos e on e colo r to paint you r h ome wit h, what wou ld it be? A: Benjamin Moore, 1472 Silver Chain, that has been my go-to color for quite a few years now. Q : I f you aren’t at the store, what can you typically be found doing? A: I enjoy playing basketball, typically three times a week.
Jason Kempton, COO and Sean Paul, CEO
10 | May/June 2021 | ALLPRO INDEPENDENT
SPOTLIGHT | DUGAN’S PAINT & FLOORING
dugan’s paint & flooring 150 YEARS STRONG
If there’s one marker that accurately gauges a business’ success, it’s longevity. It demonstrates an organization’s ability to adapt to changing circumstances over time, their capacity for creative thinking in the face of challenges, and above all else, their strength to persevere. As Dugan’s Paint & Flooring celebrates their 150th year in business, we tip our hats to their success, while also leaning in to discover what might be learnt from their remarkable endurance. Dugan’s Paint and Flooring’s grand opening predates the invention of electricity, the automobile, and sliced bread. What started out as a venture in hopes of fulfilling the American Dream, Ernest Dugan eagerly set up shop to serve his community of Missouri through paint and glass offerings in 1871. Today the family legacy is in its seventh generation of ownership and is comprised of three locations with just over 40 full-time employees and 50 sub-contractors (who are dedicated to flooring installations), relying on the same values of excellent customer service that Ernest Dugan first established. “Dugan’s philosophy has largely remained the same over the years. We provide our customers with quality, value-added products and services that will help our customers turn their experience into a long-term value-added relationship,” shares current owner, Sean Paul. But a business doesn’t make it this far by resting on their laurels, either. Throughout their 150 years, they’ve observed as much as they’ve served, constantly evaluating market conditions to adapt to their customers’ needs in order to stay sharp. When the rules of advertising changed at the turn of the 21st century, seemingly overnight, Dugan’s were the first to acknowledge they needed to bring in additional expertise to acclimate themselves to the unfamiliar world of digital marketing. “With the amount of time that the average person spends on their devices, it… [became] very clear that online is the best avenue to reach our customer base,” explains Sean, who acknowledges also that keeping up with online trends is an ongoing process requiring constant attention. “We are constantly evaluating our online presence. In 2020, we made significant capital improvements to our social media, website, and other digital resources. [But] all of our decisions have been made with one thing in mind: How can we improve our customers’ experience?” This adaptability is best demonstrated, perhaps, by looking at their handling of the latest challenge, on what we’re sure is a long
list of challenges navigated throughout the decades. “We found that 2020 was extremely challenging, but at the same time a great opportunity to take a step back and reevaluate some aspects of our business.” The onslaught of stay-at-home orders and work from home led to an explosion of the DIY trend across our industry, a development which Dugan’s folk have dubbed the “My Guy” trend. Why? Because each of these customers has their own “guy” to help them with their project. “With all of the contractors in our area as busy as they are, it can be very difficult to get someone to your house in a timely manner, so they are forced to DIY or find a local handyman to help them. We have spent significantly more hours, in the past year, consulting with our customers on how to achieve quality results themselves.” Although the pandemic year was anything but easy, Sean believes they came out stronger on the other side due to their willingness to tread lightly and pivot where necessary. Listening and learning are two highly underrated skills in the small business world, as it requires an enormous amount of tenacity to strike out on your own. But with experience also comes the wisdom to know when you don’t have all the answers and the wherewithal to lean on others for advice. Long-term ALLPRO members (Sean’s father-in-law, Chuck Kempton, was on our board at one point and made it clear to any successors how important the organization was to him), they have a keen awareness of the value other perspectives bring to a company. “The most important thing [ALLPRO has] taught me is that we are not alone. We don’t have to reinvent the wheel with every issue we encounter. If you are willing to ask a question, there is a very good chance that a person you already know has already “been there, done that” and would love to give you advice. I couldn’t imagine finding a group better than this, when it comes to the quality of people. I have always believed that you should surround yourself with the most successful people possible, as they will pull you up with them. This group is like a big family and everyone wants each other to succeed!” This enthusiasm for new perspectives extends to their employees as well. “To keep morale up, we do our very best to listen to our employees concerns. We do our very best to give them what they need, whether that is additional staffing to keep up with the increasing work, all the way down to getting a paid day off on your birthday!” Sometimes, it really is about the little things, like showing appreciation for work well done and remembering
May/June 2021 | ALLPRO INDEPENDENT | 11
the human aspect always lurking behind the bottom line. As a result, they have a dedicated team always happy to meet their exceptionally high standards of customer care. “We think the key to success is building long-term quality relationships with your customers and suppliers,” explains Sean. And having great staff that care as much as you do is the first step to executing a higher level of customer service. “You must capitalize on any opportunity to build value to these relationships. If you can give your customers value added in services and advice, they will be back. There is no better advertising than word of mouth after a successful project.” Although Dugan’s is taking this year to reflect on their vibrant history and feel grateful for all their success and growth, they also have one eye on the future, actively scouting out “new geographical locations and product offerings to offer more options to [their] customers.” If COVID-19 and vaccine roll out plans cooperate, they’ll be hosting a community barbecue in celebration of their milestone. “We hope to have a few surprises up our sleeve,” Sean teases. Please join us in congratulating Dugan’s Paint & Flooring for their amazing achievement. We’ll keep our fingers crossed for the barbecue!
Q:
what kind of music is usually playing in your store on any given day?
COUNTRY, CLASSIC ROCK, ALTERNATIVE...DEPENDS ON WHO GRABS THE REMOTE THAT DAY. Q: W ou l d you r a t h e r go n e u t r a l o r b o ld ? A: Definitely bold. Q: N i g h t ow l or m o r n i n g b i r d ? A: Night Owl. Q: S tay in or hit the town (pre-covid of course!) A: Stay in!
Steve Sobaski – Paint Division Manager and Gavyn Henderson – Paint Department Supervisor
12 | May/June 2021 | ALLPRO INDEPENDENT
Shelly Kempton, Designer
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DAILY MIX | ALLPRO TALKS
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TALKS With Joshua Johnson, Johnson Paint Company Joshua Johnson is no stranger to hard work. The fourth-generation member of Johnson Paint Company had a few jobs before joining the family business, including stocking a roach coach in exchange for
Allp r o i n dependent : w h at wa s yo u r f i r s t j o b ?
Joshu a Jo h ns o n: My first job was probably
in fourth or fifth grade. I used to stock one of those canteen trucks, they called it a roach coach, that would show up at job sites. I got paid in candy. But my best job was shucking oysters at an outside bar down in Cape Cod. [I did that when] I was in high school and then through college. AI : W h at i nf l u e n c e d y o u t o wo r k i n t he pai nt busi ne ss ? D i d y o u a lwa y s wa n t t o joi n th e f am i ly b u s i n e s s ? JJ: Not really. I honestly had no idea what I wanted to do through college. My college roommates did a marketing project and they featured Johnson Paint. I listened to their oral presentation and I was like, ‘Y’know, it doesn’t sound so bad.’ But it certainly wasn’t them that got me into it. I took business courses, mostly, a lot of management with some marketing. So, I was certainly on the right path to do what I’m doing. After graduation, I did a bit of traveling. And then I moved back in with my parents and about a week later I was commuting in with my dad.
16 | May/June 2021 | ALLPRO INDEPENDENT
candy, and shucking oysters in Cape Cod. We sit down with the ALLPRO alum to learn more about his history in the retail paint industry and how involvement in the group has benefited Johnson Paint. AI: You are a third-generation member of Johnson Paint. What is the key to successful succession planning when it comes to a family business? JJ: Recently, I just discovered I’m actually fourth generation. I found an old picture from the early 40s, and the sign on the building was my great-grandfather’s name. I knew he’d always been a painter, but I never really knew his name was on the building as the shopkeeper, too, so that was a bit of a surprise. Succession-wise, I just think it’s important to establish some clear lines of communication between the parties and get everything out on the table. Sometimes there can be some uncomfortable conversations about timelines and money, but in the end, it’s just better to have it upfront than deal with it later on. We’ve had pretty good success doing that between my grandfather and my dad and uncle and then to me. AI: With 10 company-owned stores, you have significant experience with expansions. Any words of wisdom for a successful expansion? JJ: I think it’s kind of two-fold. If you’re opening a store in a new market from scratch, you just really need to have patience with it. It can take a couple years to really establish itself, so you can’t overreact when things start a little slow. But if you’re acquiring a store, I think it’s key to develop really good communication with
the existing employees, establish that you’re going to take care of them and not just go in and make drastic changes. I think it’s important to involve everybody in the process. AI : W h at’s your b u s i n e s s p h i lo s o p h y ? JJ: Nothing that is a mantra of mine, but generally I like to surround myself with smart people who I enjoy working with. And I’ve always tried to lead by example. A I: Your website states that you have a staff of 60, some having worked at Johnson Paint for more than 35 years. What do you credit this longevity to? JJ: It sounds cliché, but you try to become a family. We spend a lot of time with these people. Family businesses are tough businesses if you’re not in the family, because there’s limited upward mobility. We try to compensate people fairly and listen to them. I know my dad still calls people on their birthday to wish them a happy birthday. AI : J oh nson P ain t b e c a m e a m e m b e r o f ALLPR O i n 19 9 8 . H ow h a s i n vo lv e m e n t i n t h e gr ou p benef i te d th e b u s i n e s s ? JJ: We became a member by acquiring a few stores that were already in the group. We weren’t in any different buying groups, we just operated pretty independently. I think we were just two stores at the time, and I went to the first meeting and I met Joe. I just immediately liked him and liked the culture. And, you know, we saw what we were missing and man, why didn’t we do this a long time ago? We started to take advantage of many of the purchasing opportunities and establishing relationships with not only other members but with vendors. It was eye opening. A I: How does your store utilize the ALLPRO brand? JJ: As far as the ALLPRO brand goes, we are always trying to convert customers to ALLPRO branded products whenever we can. It just gives us a competitive edge over some of the box stores. You also need to train your employees and teach them the value and significance of supporting the group. ALLPRO, within the last year, specifically, has just done such an amazing job of keeping in
stock products where there’s been significant supply chain issues. AI: What is your favorite ALLPRO branded product? JJ: My favorite is the mini roller assortment made by Premier, the ALLPRO branded one. It just seems to be a real quality product at a great price and our customers and painters love them. A I: Tell me about the connections or relationships you have created through the paint business. JJ: It’s really been invaluable to talk to people that are doing the same thing. It’s been great to meet people across the country. New England, specifically, as a geographic area, has a huge concentration of members - I think close to 40 members just within the six states of New England, not even counting New York and New Jersey. It’s allowed members that are essentially neighbors to meet on a more informal level and just establish some relationships. Some of these people I consider very good friends and we’ll do stuff outside of the group. When I (became involved in ALLPRO), I was pretty young, probably in my late 20s. And a lot of these people were so welcoming and open, and it established mentor relationships for me. My dad never went to the meetings, he would send me. ‘Alright, I’ll go to Florida, I’ll go here, I’ll do that.’ I guess I didn’t tell him how good it really is. I’m like, ‘Yeah, you don’t want to do that. It’s definitely not for you. I’ll be the representative from the store from now on.’ AI: T ell u s ab ou t you r in volvement o n the ALLPR O b oar d . JJ: Yeah, I’m pretty sure that Mike (Beaudoin) asked me to be on the board just because of our mutual love for the New England Patriots! I hope it was more than that. This is my second term on the board, and it’s been great. It’s a group of smart and really fantastic people that have been on during my tenureship here. It’s just given me so much insight into not only ALLPRO and the inner workings and how we function as a corporation, as a group, but that’s totally relatable to your own business. And you know, I’ve just become really good friends with not only board members from across the country but also, specifically, Mike and Scott, and ALLPRO employees as well.
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Mor n i n g per s o n o r ni ght owl? u n f o r t u n at e ly , a b i t o f b ot h .
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??? | THE RISE IN DIY
TH E RISE IN DIY Consumers Turn to Home Improvement Projects During the Pandemic
From freshly painted furniture and walls to remodeled living rooms and updated home offices, if it’s one thing that the COVID-19 pandemic has caused, it’s a surge in do-it-yourself (DIY) home improvement. ver the course of the last year, people traded in extracurricular activities, travel, and work from the office for a slower-paced lifestyle with added restrictions. Evenings and weekends were no longer spent with extended family and friends, transporting kids to practices, or running errands. The extra time at home, and additional discretionary money spent on travel and dining, allowed homeowners to undertake to-do lists, tackle projects, reinvest in their homes, and accommodate changes to their evolving needs. Painting a room, wall, door, even a piece of furniture is an easy way to transform a space and create a new look. In fact, a recent trend that focused on “do-it-for-me” has been getting trumped with the “do-it-yourself” mantra thanks to social distancing and pandemic restrictions. The addition of home improvement programming from HGTV and DIY networks have encouraged homeowners to be their own handyperson or interior decorator. And social media outlets such as Instagram, Pinterest, and YouTube provide inspiration, plans, and even how-to videos to train everyone from first-time DIYers to experts.
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Results from consumer surveys by the Farnsworth Group and the Home Improvement Research Institute (HIRI) indicate that 60% of homeowners began a DIY repair, remodeling, or replacement project early in the pandemic. This number grew to almost 80% by early June 2020. While most brick-and-mortar channels dealt with declines in purchases due to COVID-19, home improvement stores and paint retailers benefited from the trend, having welcomed an increase in sales from customers freshening up their spaces, transforming playrooms to classrooms, and taking on DIY projects. During a time when commercial projects haven’t been as steady, a surge in homeowner shopping and purchases has been a positive for many ALLPRO members. According to ConstrucTech, the amount spent in the average home improvement shopping trip increased 10% during the pandemic when compared to 2019. Johnson Paint’s Joshua Johnson says that while their city stores experienced a sales decrease because they service more commercial
work, there was growth in residential and DIY projects in their suburban stores. Spectrum Paint also encountered increased DIY sales in 2020 as people were forced to shelter-at-home. “We had a few months where we were doubling our DIY sales from that same month the previous year,” says Gentry Stafford, Spectrum Paint. “I think a combination of things led to the results that we saw and that the industry saw: customers that normally would hire a painter were being cautious and doing it themselves, people were tackling projects instead of delaying because of the excess of time, there was a focus on shopping independent or local, and people were spending a lot of time on social media and online, so our digital advertising and SEO efforts were more effective than ever.” Both stores pivoted to meet the trend by ramping up advertising and putting more emphasis on e-commerce. Fortunately for Johnson Paint, their new online website was ready just in time for eager homeowners. “We were able to get an online e-commerce site launched back in June, which has done really well,” Johnson says, adding that the store also adapted their advertising and catered towards the walk-in customer to meet the DIY trend. “We shifted advertising a little bit to focus on that segment, more than residential repaint commercial guys.” While Spectrum Paint didn’t have online sales or ordering in place pre-COVID, discussions were already in full swing, so they were able to put their plans in motion. “We sped up our plans and released options – a portal for contractor ordering and an e-commerce website for DIY customers,” Stafford explains. “For us, creating two separate solutions was important. We feel the needs are extremely different.”
The most common projects ranged from exterior home maintenance and landscaping to interior painting and decorating and general home maintenance. According to Stafford, Spectrum saw a range of DIY projects that included lots of interior wall paint. “People painting rooms, living rooms, accent walls, etc.,” she details. “In the summer, a lot of exterior doors and shutters. In the winter, cabinets!” Spectrum was prepared for the uptick in home improvement projects. “Our stores were well equipped to handle the influx of DIY customers,” Stafford says. “We also have reports in place to make sure that we’re staying on top of inventory changes.” While the overall home improvement market has been good for independent paint retailers, the surge in DIY activity will most likely fade and return to more normal levels later this year. “The trend in increased DIY has continued into Q1 of 2021,” notes Stafford. “I expect it to slow down a little as things begin to open back up and people get closer to a normal routine.” As shoppers return to regular activities and spend savings on things that haven’t been available, like travel, Stafford is optimistic that the same DIYers will be back in store or online at some point. “The goal and hope for us is that we connected with new customers and can retain them for the future,” she states.
May/June 2021 | ALLPRO INDEPENDENT | 21
POPULAR DIY PROJECTS
After sheltering in place for months, homeowners are hyper-aware of areas in their home that need paint or a complete project update. To create a space that makes them feel relaxed and productive during the pandemic, people have turned to the following DIY projects. ITC HEN CA B IN ETS K For homeowners who are brave enough to tackle a major kitchen project, painting kitchen cabinets can completely transform the appearance of their eating and prep area. Refreshing cabinets can also be more affordable than splurging for new cabinets, but includes plenty of work like prepping, priming, and painting. Replacing dark wood or original oak with a bright white or adding a trendy hue like a deep green with gold hardware can make a kitchen modern and reflect the homeowner’s particular style. Plus, the kitchen and the bathroom are a couple spaces in the home that will generate a return on investment when the house goes up for sale.
XTER IO R S E Customers are in the market for updating their home’s exterior and improving the curb appeal. From painting shutters and front doors, to fences and decks, DIYers are looking for durable paints that resist the difficult effects of weather. With warmer weather on the way, be prepared for an increase in sales relating to outdoor home renovation projects. Consumers are looking for expertise in color, finish, and quality.
OME OF F IC E H When the COVID-19 pandemic struck, the home office and remote learning space became more important than ever. Whether it’s adding a soothing color to a new work from home area or a spirited hue to a homeschool room, painting walls is all the rage. Since working from home is becoming the new normal for many, homeowners are adapting and updating their indoors with DIY projects that use the transformative power of paint.
A L L PA P E R & T RE ATM E N TS W Wall treatments are trending in 2021. Not only do they have the ability to visually correct unsightly areas on your wall, but they add a fun accent to any space. Homeowners are adding wallpaper above wainscotting and board and batten in a bedroom, papering an entire bathroom, and going all out DIY and using it as artwork in frames to express taste and eclecticism.
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SPRING S HOW RECAP The Spring Show is a highlight each year for our group and we all look forward to reconnecting, catching up, and forging new business relationships. As the pandemic carries on, ALLPRO made the decision to shift our venue from sunny Orlando to another virtual meeting. From the comfort and safety of your home office, store warehouse, or backyard retreat, deals were made and chat-windows were buzzing! Over 100 suppliers and 347 member companies attended the show and made the most of the virtual time together by exploring booths, engaging members and suppliers in text and video chats (and earning spiff dollars to boot!), attending informative breakout sessions, and taking advantage of show-only specials. Breakout sessions throughout the show offered suppliers a chance to share exciting news, how they are overcoming challenges, and their appreciation to their ALLPRO customers. Some highlights included… 24 | May/June 2021 | ALLPRO INDEPENDENT
W E LOOK F ORW AR D T O SE E I NG OU R M E M B E R S A N D VE NDOR S I N NASH VI LLE AT T H E F ALL M E E T ING
TH E STAT I ST I C S Group purchases are up 8.4% for a total of $1.03 billion. ALLPRO branded product is up 3% for a total of $26.7 million. Distribution business is up 48% at $19.9 million.
MARK LIPTON’S breakout session was a keen reminder of just how important it is to expand your brick-and-mortar shop to include an e-commerce storefront. Designed with paint retailers in mind, the Shopify platform marketplace builds on his experience as a store owner to meet clients shopping needs. Using color as the primary purchasing tool, the system uses leading questions to help the e-commerce customer make informed decisions when making their paint purchase. Whether a customer is painting a small bath or a grand foyer, the platform offers educational pop-ups and summaries to close the sale and even delivers add-on suggestions for product selections. Thinking beyond paint, the Shopify platform allows retailers to add sundries, special lines, and even quote services as part of the plug-in options to create a customized e-commerce experience that builds new revenue opportunities for growing clientele. PREMIER PAINT ROLLER hosted a breakout that offered retailers the chance to gain insight into the construction and unique features of their brush lines. Designed for all latex, oil-based paints, stains, primers, and polyurethanes, the brush line offers excellent application and cleanup attributes. Premier manufactures and supplies an ALLPRO brush collection that brings quality craftsmanship and exceptional performance to the line of ALLPRO branded products. DAP PRODUCTS held an informative breakout session that introduced new products like Textured Concrete Sealer and the Eclipse Rapid Wall Repair Patch. The presentation offered insight into production and shipping delays due to the pandemic and offered attendees a chance to put themselves in the difficult shoes of manufacturers in COVID times. In addition to raw material
shortages, the company experienced 25 positive tests and 130 individual isolations due to possible exposures. It was reported that this translated into 3400 hours of manpower lost due to cases and 4500 manhours lost due to exposure. When these hours are converted into eight hour shifts it translates into an estimated loss of approximately 600 days. Add to these devastating blows in smooth production that demand has reached an all-time high for 10 consecutive months and it was a very eye-opening and educational walk in the shoes of a supplier. Genetic modifications were rolled out, literally, by the painterly group of demonstrators who rolled paint out for comparison purposes during the WHIZZ breakout session. What do you get when you cross the phenomenal paint holding capabilities of a microfiber roller cover with the smooth finish that only a premium white woven roller cover fabric can deliver? The ALLPRO Microlon Pro Roller, specifically engineered by taking the best characteristics from two great products and rolling them into one (pun intended!). Available in a variety of sizes like 9”, 14”, 18” and many minis and kits. AMERICAN TEXTILE knows how to create a value proposition! Premium, lint free, pre-washed, large white pieces are compactly fit into a 4 lb bag that truly weighs 4 lbs. Rags in a bag provides a more compact method of delivering high quality work rags that take up less space in shipping containers, in storage facilities and in our stores. A compressed bag, in fact, takes up 50% less space than the traditional box and all that adds up to lower packaging costs and reduced freight fees. A case where less truly is more!
May/June 2021 | ALLPRO INDEPENDENT | 25
RECENTLY LAUNCHED & COMING SOON NE W ADD I TI ON S The ALLPRO family has welcomed several new members since our last get together. We always love to introduce them with an official welcome during our shows. If you haven’t had a chance to say hello please extend your virtual handshake to…. 21ST CENTURY PAINTS, Ohio AAA PAINT AND SUPPLY, Arizona DA KINE PAINTS, Hawaii FLANAGAN PAINT & SUPPLY, Missouri
There were lots of exciting developments and tools announced as coming down the pipeline for members. Some of those exciting ideas that were unveiled at the Spring Show are now live and ready for members to take advantage of!
The ALLPRO BRANDED in-store P-O-P signage program is designed to drive the ALLPRO brand in your store and allow it the prominence on your shelves that it deserves. A no charge program (available now!) that ships free when placed with a warehouse order! ALLPRO TRAINING PROGRAM MODULES will launch soon! Geared toward the buyers/purchasers on your team, the first module is designed to enlighten new and current employees about ALLPRO’s structure, the discounts available to them, how to navigate the ordering systems, and how to reach key ALLPRO staff and other members.
MODESTO COLOR CENTER, California ROZAR’S PAINT SUPPLY, Alabama STAN’S PAINT CLINIC INC., Idaho STERLING CARPET ONE FLOOR & HOME, North Dakota
WESTERLY PAINTS, Rhode Island
Many TECHNOLOGICAL ENHANCEMENTS are on the horizon as well. These behind-the-scenes upgrades, while subtle in some ways, can result in big improvements in your day-to-day interactions with ALLPRO and our business systems. Watch for: • A new member invoice portal • A new payment portal • Upgraded SAP • Improvements to the website • Electronic (EDI) ordering for Epicor and CBC
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MEMBER RECOGNITION Heartfelt congratulations, virtual hugs, and pats on the back go out to our family members who have reached important goals and passed mega-milestones in 2020!
ONE M I LLI ON D OLLA R CLUB BOONE PAINT & INTERIORS INC., North Carolina; BRACKIN PAINT & SUPPLY, Alabama; CARTER’S TRURO, LTD., Nova Scotia; CHATTANOOGA PAINT & DECORATING, Tennessee; COLOR WHEEL INC., Virginia; DRAKE’S PAINT & SUPPLY, Oregon; EAGLE PAINT & WALLPAPER INC., New Jersey; ENTERPRISE PAINT & INDUSTRIAL INC., Alabama; EPPES DECORATING CENTER, Florida; HUNSTVILLE DECORATING CENTER, Alabama; KAWER’S TUCKAHOE PAINTS, New York; LANDMARK PAINT & SUPPLY CO., Texas; MARK’S PAINT MART, California; PAGE PAINT CO., Oregon; PAINTER’S ALLEY, Washington; ROBERTS DECORATOR SUPPLY, Texas; SANTA BARBARA PAINT DEPOT, California; THE PAINT WAREHOUSE, Texas
FI VE M I LLI ON D OLLA R CLUB DFM, Quebec; JOHN BOYLE DECORATING CENTERS, Connecticut; MCCORMICK PAINTS, Maryland; MONARCH PAINT STORES OF DC, Maryland
TEN & TWE N TY M I LLI ON D OLLA R CLUB HELM PAINT & SUPPLY INC., Louisiana; PAINT SHOP, Newfoundland; HIRSHFIELD’S, Minnesota
ON E HU N D R ED M I LLI ON D OLLA R CLUB CANPRO DECORATING PRODUCTS, Alberta
The big boxes have no way to compete with the love we have for the business, the way we treat our customers, the way we treat our family members (our employees) who we love so much. Our customers realize that and come to us because we are the best at what we do and continue to innovate. E LLI OT GR E E NBE RG, A L L PRO BOA R D PR E SID E N T May/June 2021 | ALLPRO INDEPENDENT | 27
Taking Center Stage ALLPRO’s New Centrally Located Distribution Center is Open for Business LLPRO is celebrating the opening of its new centrally located distribution center, situated in Shawnee, Kansas, just outside of Kansas City, Missouri. The facility, the fourth of the group’s distribution centers, opened its doors for business on March 29, 10 months after ALLPRO acquired the 20,000 square-foot property in May 2020. Before the facility could be ready for paint sundry distribution, considerable investments had to be made to outfit the space for solvents, lacquer thinners, and other combustible items. “We had to work with the fire department and architects, and get all the necessary permits,” says Michael Beaudoin, Executive Vice President of ALLPRO, explaining that every town has a different code and guidelines. Despite the amount of work and a few hoops to jump through, Beaudoin is pleased with the results of the new distribution center and looks forward to seeing how it will service valuable members and continue to advance and grow the ALLPRO group.
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“We continue to improve,” enthuses Beaudoin. “The products that we stock, our efficiency and operations, we’re always looking at finding the best possible ways to get products to members for the lowest price in terms of shipping costs.” Due to the new distribution center’s central location, all ALLPRO members will receive products in one-to-two business days, a feat that hasn’t been possible for ALLPRO members in certain areas. “Being in Kansas City, the center of the country, this warehouse gives us the ability to service a number of our members in Colorado, Michigan, Minnesota, North and South Dakota. I mean, those are states that we really couldn’t effectively get to with our other distributors,” he explains. The new facility will supply 85 current members and allow ALLPRO to expand its reach in the region. “For 20 of them, it’s a game changer,” Beaudoin says, adding that members can maximize their sales with access to a tremendous amount
Distribution Center Stats Michael Tevy, Warehouse Manager, Southeast DC (Left) Ryan Morath, Assistant Warehouse Manager, Midwest DC (Right)
Shawnee, Kansas
of product and quick delivery. “It’s a whole new facet to their membership because now they have a distributor and a group that can service them.” ALLPRO’s other three distribution centers are situated in corners of the country. A center in the Boston area supplies the northeastern quadrant, another in Florida serves the southeast, and a facility in Portland, Oregon, delivers to stores on the west coast down to Arizona and New Mexico. Like existing distribution centers, the Shawnee location will house merchandise ALLPRO purchases directly from manufacturers, as well as ALLPRO branded products, including the 34 suppliers that make up the ALLPRO brand. “Part of what our distribution network does is allow the group to engage suppliers as an entity, as a 2,000-store chain, to make large purchases,” Beaudoin says, explaining that for a member who has anywhere from one and five stores to go and buy from six or seven suppliers to take care of a particular category is not an easy task. “When it’s all housed in one distribution center and can be resold to them, it’s certainly beneficial,” Beaudoin explains. According to Beaudoin, as the group looks to the future, they’ll continue utilizing their financial resources for opportunity buys and purchasing merchandise and product in bulk. “We can buy much larger quantities of products, save significantly and redistribute that savings to our members. So that’s one facet of this distribution center, as we grow and expand.” The new center is in the capable hands of four employees - an associate manager, assistant manager, and two associates. With work at the new facility in full swing, Beaudoin is excited and ready to focus on an improved distribution center in the northeast. “Our lease is up in September, so we’ve already begun the process of a much newer and larger facility outside of Boston,” says Beaudoin. Given the amazing implementation of taking an inkling, to an idea, to up-andrunning status of the Kansas City warehouse (the location was decided upon in July, 2020, ALLPRO took possession of the premises in February 2021 and the first pallet was shipped on March 29, 2021) it shouldn’t be long before this comes to fruition! Another ALLPRO facility to provide ALLPRO members with a distinct competitive advantage.
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May/June 2021 | ALLPRO INDEPENDENT | 31
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INDEPENDENT | BUSINESS STRATEGIES
T HE COMPENSATION REPORT Compensating employees fairly isn’t just about doing the right thing. It’s good business. When staff feel they are being undervalued, morale can suffer as a result, negatively impacting sales and increasing employee turnover. Conversely, when employees feel adequately recognized for their contributions, they are more likely to care about their performance, be more cooperative, and invest in the success of your business.
There are four major models of compensation to consider when building your team and their salaries/benefits: 1 . SA L A RY MO D E L: This model offers employees stability, security, and the ability to plan ahead. If this is going to be your main model, we recommend establishing easily accessible (and comprehensible) performance standards/targets for both sales and customer service expectations. This will mean you need to stay on top of performance reviews and check in with your employees more often, but it also affords you a simplified budget with the ability to forecast costs far into the future. 2. COMMISSIO N M OD E L: By offering pay based strictly on commission, you’ll attract aggressive workers with a go-getter attitude. This creates a clear and attractive incentive for employees to take initiative and constantly grow their customer base. If you’re using a commission model, it’s crucial you’re looking at sales percentages rather than offering a set amount per sales made—this could severely hurt your margins. This way, you can still do some forecasting based on projected sales. 3. SAL A RY + CO MI SS I ON : A lot of employers opt for a combination of salary and commission pay, with the option of adding financial bonuses distributed quarterly or annually. A typical model is 70/30 (salary/commission). This still incentivizes staff to
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go the extra mile, while maintaining a baseline that your employees can rely on. This also affords you the opportunity to experiment with the ratio to achieve different outcomes, influencing employees to focus on different aspects of their performance. It’s a good idea to set some parameters if you’re implementing this strategy so you don’t wind up paying out of pocket. 4. STOC KS / EQUITY: This model is a highly effective way of getting employees to treat your company as their own and invest in its success. With their money on the line, they’ll constantly behave in a way that increases the value of their shares. It’s typically used in combination with salary/commission models. Note that the percentage of a company’s shares available for optioning usually lies between 5% and 15%, depending on the developmental stage. Ultimately, there’s no secret recipe for compensating employees fairly. How you choose to calculate your employees’ paychecks comes down to what works for your company and employees (and it doesn’t hurt to get their input, either!). Experiment with different models, keep track of the effects those changes have on sales, and adjust accordingly.
SETTING THE SALARY STE P O N E : DO YO U R R E SE A RC H Even if you’re not looking at pay standards for your industry, we guarantee some of your employees are. Do some geographicallybased (since benchmarks will vary depending on cost of living) research and determine a baseline for calculating salaries. STE P T WO : DETE R MIN E YO U R ST R U CT U R E Look at the compensation models on the right and figure out what’s going to work best for your employees and the health of your company. Create a pay scale for each job title, with caps and bases to determine where an employee should sit based on their skill level. This will help keep you accountable and transparent when dealing with any discrepancies that arise. STE P T H R E E : FUTU R E P RO O F YOU R P LAN S Be realistic in setting any structures of pay. These salaries need to leave room for future increases based on seniority, performance, and industry standards. Talk to current employees about what makes working at your company great and use those strengths to your advantage when attracting future talent.
COMPENSATION: BEYOND THE CASH Although the most pressing concern for most employees in salary negotiations tends to revolve around dollars and cents, it’s not the only means of compensation. In fact, in the last several decades, big companies are getting very creative in how they show their appreciation for their team. So even if your bottom line is a little strapped, there are other avenues to explore that can help show your staff members they’re valued.
1. HEA LTH B EN EF ITS : Getting a functional (and affordable) health insurance program can be a challenge for small businesses, but for many seeking employment, it’s their number one priority in terms of compensation. Leverage your ALLPRO network to discover the right plan for your business. 2. GYM MEMB ERS HIP: Talk to local gyms about a potential group discount for your employees and include it in any salary packages. This can be a huge value add for staff: it shows them you care about their overall wellbeing as well as their job performance, plus, it’s a tax write-off for you! People who feel well perform better. 3 . F URTHER TRA INING : Let employees know you’re willing to foot the bill (or part of it) on any related training or schooling they might be interested in. This is what you’d call a win-win, since
they’ll be taking their newfound knowledge/ skills back into your workplace, and they’ll feel appreciative for your investment in their education or career. 4. F LEXIB LE SC HEDULES: Understanding that your employees have a life outside of work goes a long way. If you’re able to, create a system wherein employees can trade shifts or bid on schedules so their work life fits with their lifestyle. 5. VACATION TIME: Everyone needs a little rest and relaxation from time to time, but the incoming workforce is more inclined toward leisure trips than the previous generation. If you’re in negotiations and unable to meet their expectations but wanting to show flexibility, it doesn’t hurt to see if they’d appreciate an extra week of vacation time.
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INDEPENDENT | BUSINESS STRATEGIES
REDUCE EMPLOYEE TURNOVER + CREATE A BETTER CULTURE How to Keep Staff Happy One of the biggest issues facing our industry today is employee retainment. Younger talent entering the job market have different goals and expectations today than they did 30 years ago, and it’s important for employers to pay attention to those nuances and adjust accordingly. While every company has their own ways of attracting employees and creating a culture they want to be a part of, there are some generalities that are worth considering and evaluating against your own system, particularly as Baby Boomers—the reliable backbone of our sales demographic—age out of the workforce.
1 . E X IT IN T E RV IE WS : You might be noticing a pattern of departures amongst your staff, or maybe they are the first to ever walk out your doors. So long as the situation is amicable enough to have a respectful conversation, you should conduct an exit interview with the employee and do your best to thoroughly hear them out. Sometimes it truly is nothing personal, but if there is a chance that there’s an opportunity for you to make adjustments to prevent other employees from leaving for similar reasons then the conversation will prove beneficial down the road.
Key Questions: • Was there anything that we could have done differently that might have convinced you to stay? • What was your favorite thing about working here? • How would you describe our culture? • If you could change one thing about the workplace, what would it have been? • Would you recommend this job to a family member or friend? • Do you feel you were compensated fairly?
2. G IV E T H E M T H E W H Y: When employees understand the reason behind their efforts, they are always more engaged. People dislike investing time and energy in pursuits that they are unable to see the results of. Include your employees in the successes and the failures, helping them to see themselves as a part of the team.
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3 . B UILD A C ULTURE OF RECOG NITON: Staff might be able to stomach being short changed in the short term if they understand there are financial struggles at play, particularly if they’ve been with you for a while. But if they are feeling that their efforts are going unrecognized, that grace period will come to a close quickly. Find other ways to communicate your appreciation for all your staff does for the company. 4. D ON ’T S HY AWAY F ROM MON EY TALK: When you conduct annual reviews with employees, it might feel awkward to bring up salary/compensation if the employee does not broach the subject. Check in anyway, see if they feel comfortable where they are at, and, if you are not in a position to raise their pay, explain why or clearly spell out what they can do to be considered for a better role. 5. B E HONEST: People generally don’t like surprises, but this is particularly true when it comes to starting a new job. When interviewing potential hires or creating a job description, be as transparent as possible about the expectations of the role and what their day-to-day might look like. There’s no sense trying to appeal to people who aren’t going to fit the culture of your company. 6 . INVEST IN THEIR DEVELOPMEN T: While compensation is a big part of influencing employees to stick around, some choose to leave simply because their role isn’t satisfying their interests. Show genuine appreciation for their personal goals and try to find a role that fits with that equation. This could mean a lateral move, or simply a readjustment of responsibilities.
PAINTING SOLUTIONS FOR ALL YOUR CUSTOMERS’ NEEDS
DAILY MIX | SHOP TALK
SHOP TALK PAINT COLOR PEONY BOUQUET
“You Want Me to Paint Match…. What?!” Inspiration comes in all forms. Sometimes it arrives loaded with significance in an heirloom passed along through generations, other times, the source is slightly more unconventional, leaving you scratching your head. You never really know where the concept for a particular palette starts—unless, that is, you’re in our line of work. Every day, we help people bring their visions to life in a cohesive and eye-pleasing fashion, and oftentimes, the oddest of requests make for the greatest stories. We reached out to our ALLPRO family to hear about the strangest items matched for customers over the years, and because we could all use a little bit of levity and laughter these days, we’re sharing the biggest knee-slappers below. Enjoy!
PAINT COLOR FRESH WAFFLE CONE
Anne Dages from Dages Paint Company reports, “A customer brought in an orange sherbet ice cream cone to match. My outside rep, Kevin Gesenhues, had to work quickly before the sample disappeared!” The crew at Dages has also been asked to match a peach, airplanes, school busses, plant leaves, live flowers, and eggplant!
PAINT COLOR OCEAN WAVES
PAINT COLOR
At O-Gee Paint some odd requests have included Garfield the Cat, a brown paper bag, and a bra strap. “There was once a lady with a champagne color poodle that she brought in for us to match its hair. When the Pope came to Miami we matched and sold the paint to paint the grass where he would be worshiping,” says Peggy Sue Wingard of O-Gee Paint. Marsha Keppel from Hirshfield’s shares, “Someone brought in a baggie of fur from her beloved cat that passed away. She wanted her laundry room painted the color of her fur so she would still feel the cat’s presence in the home.” Over the years and throughout various locations the Hirshfield’s team has matched underwear, a dog, sand, sunlight (lol!) and even blood!
PALE PATINA
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Joshua Johnson from Johnson’s Paint divulges, “People have come in with a handful of cooked peas to match a green. We’ve done eggplant, and some lingerie underwear at one time. But the strangest thing was from the author Robin Cook. He came in with a threefoot-high Ming vase. And this was the fanciest thing I’ve ever seen. He wanted to match one of the million colors that were in it. That was when we had the guy match downstairs just by eye, no computers, pre-existing all that. We didn’t want any responsibility for that thing, I mean, I don’t know what the price tag was, so we sent him in the basement, and he had to hang around for about 35-40 minutes holding on to this giant vase while my guy matched it for him!” Several years ago, Bob Langbein, of East Bay Paint Center, received a call from a contractor who placed an order for some paint mixed in a color called Mexican Rust, which did not exist in the collection of any manufacturer. Shortly thereafter the architect who specified the color called to explain that while on vacation in Mexico, swimming in the Sea of Cortez, he noticed a piece of steel sitting on the ocean floor, rusting away, and that this is the exact color he wanted!
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DAILY MIX | CONTRACTOR CORNER
Perks for Paint Pros Developing and retaining relationships with paint contractors is essential to the independent paint retailer. Show valuable professionals how much you appreciate their loyalty and business by offering savings, perks, or complimentary services. Consider providing paint pros with the following incentives and rewards. PAI N T D E L IV E RY For orders over two gallons (or an amount determined by your store), offer free delivery within certain city limits or a distance from the store. CON T R ACTO R R E WAR DS Compensate contractors for purchases of paints, stains, and specialty products with reward points that can be redeemed for store merchandise, a savings percentage, or gifts. P ROD U CT T E A R S H E E TS & B ROC H U R E S Commit to keeping your contractors current and up to date with new product information. Provide complimentary product tear sheets and brochures so that paint pros are educated and confident on the latest coatings in the industry. COLO R FA N D EC KS & M ATC H E S Coordinate the perfect color for your professional clients by providing contractors with fan decks of the paint lines your store carries and complimentary custom color matches with your company’s team of color experts. E VE RYDAY D ISCOU N TS A contractor can be too busy to keep track of occasional sales or specials. Instead, offer paint pros everyday discounts like volumebased pricing on paints and coatings or a consistent percentage off painting supplies - everything from brushes and tools to coatings.
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COLOR CONS ULTATIONS Your contractor’s success is your success. Help them clinch the contract by offering their clients a free color consultation with one of your store’s savvy color specialists. Use your staff’s expertise as a perk and create a custom palette for your paint pro’s customers. PRIORITY S ERVIC E Give contractors VIP treatment by including priority parking, early-bird or specialty hours, and a dedicated service counter, sales rep, or staff member who is an expert in both professional paint products and the contractor paint business and is familiar with their needs. S PEC IA L EVENTS Cater to professional paint contractors with special events and trade shows. An evening that includes networking, sales, relevant informational sessions, and a good time is an exclusive benefit for pros looking to build and grow their business. EN D LESS C UPS OF COF F EE Never underestimate how much simple and straight-up hospitality can make or break your business. Welcoming gestures for contractors, such as a complimentary cup of coffee and a donut, or perks like a store t-shirt and other logoed promo items can go a long way in establishing a working relationship that will pay out in profits down the road.
FINAL COAT | SUPPLIER NEWS
M–D Building Products Welcomes New President LLPRO is pleased to announce that M-D Building Products, Inc. (Tower Sealants) has welcomed a new President to lead their operations. On March 1, 2021, the company’s Chief Executive Officer and Chairman of the Board, Lauren Plotkin, announced that Ryan Plotkin would be filling the role, sharing, “This is the right move at the right time. Ryan’s appointment to President represents our strong investment and commitment to further growth and continuing our momentum as a leading domestic, family-owned manufacturing company.” The company, which is celebrating their centennial anniversary this year, is looking forward to elevating their business and position under Ryan’s experienced leadership and vision.
from the Olin School of Business at Washington University in St. Louis; he was subsequently promoted to Chief Operating Officer. In Ryan’s new role, he will “lead operational growth plans surrounding the consumer products, specified extrusion manufacturing and professional flooring divisions” as Lauren will focus on the continued growth of the organization through expansions, industry relationships, and long-term acquisitions. In the press release, Ryan shared how excited he was to be a part of M-D’s rich history and “deliver innovative and efficient ways to support our customers’ initiatives and improve our customers’ lives while creating a stable environment for our wonderful employees to grow.”
Ryan joined M-D Building Products in 2008 after graduating from the University of Miami the previous year, quickly gaining momentum within the industry. In 2016, he earned an MBA
Join us in congratulating both M-D Building Products and Ryan Plotkin; we’re all very much looking forward to continuing our relationship. We’re proud to have you on the ALLPRO team!
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4946 JOANNE KEARNEY BLVD. TAMPA, FL 33619
NOW WITH 4 DISTRIBUTION CENTERS TO BETTER SERVE OUR MEMBERS!
Thank you to all our members for your continued support of our Distribution Centers! These facilities allow us to stock large quantities of products from our supplier partners and provide for members who don’t require full-pallet orders. Our app allows members to scan items & order directly through our Distribution Centers. Try it out for yourself!