I recently spoke with a friend of mine who owns a large general repair shop in the Midwest. His father founded the business in 1975. He was telling me that although he’s busy, he’s also very frustrated. When I probed him more about his frustrations, he said that it’s hard to find qualified technicians. My friend employs four technicians and is looking to hire two more. I then asked him, “How long does a technician last working for you.” He looked puzzled and replied, “I never really thought about that, but I can tell that except for one tech, most technicians don’t last working for me longer than a few years.”
Judging from personal experience as a shop owner and from what I know about the auto repair industry, I can tell you that other than a few exceptions, the turnover rate for technicians in our industry is too high. This makes me think, do we have a technician shortage or a retention problem? Have we done the best we can over the decades to provide great pay plans, benefits packages, great work environments, and the right culture to ensure that the techs we have stay with us?
Finding and hiring qualified automotive technicians is not a new phenomenon. This problem has been around for as long as I can remember. While we do need to attract people to our industry and provide the necessary training and mentorship, we also need to focus on retention. Having a revolving door and needing to hire techs every few years or so costs your company money. Big money! And that revolving door may be a sign of an even bigger issue: poor leadership, and poor employee management skills.
Here’s one more thing to consider, for the most part, technicians don’t leave one job to start a new career, they leave one shop as a technician to become a technician at another shop. The reasons why they leave can be debated, but there is one fact that we cannot deny, people don’t quit the company they work for, they usually leave because of the boss or manager they work for.
Put yourselves in the shoes of your employees. Do you have a workplace that communicates, “We appreciate you and want you to stay!”
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TheTrustedMechanic
Why do you undervalue your services lke this? I was just readng another forun about the undervaluing of our services and not getting paid what we're worth and then I read this where you say you're charging barely over list price. Adaptve one pads typcally run $50-70 as set. Labor guides list the average pad replacement at 1 hour and machining rotors at .2-.4 each. So for a complete, properly performed brake job where you clean everything thoroughly, and lubricate whaere appropriate how long does it take you? For your price point either you don't have sufficient parts margin, aren't charging for the work performed or maybe just aren't doing the complete job. OR maybe you aren't flaggin your techs enough time.
A friend of mine says he can do a pad slap and turn two rotors in about 45 minutes. Well there is no way on God's green earth that he is doing a complete job in that time. We should do the best job we can possibly do, especially with the most important system on the car. We should charge approprately and get paid for a job well done. I'd really like to hear how you make that price point with Adaptive One pads. I checked my cost on the ADO pads for 9 different cars, four of which I owned or currently own, front and rear pads. The lowest cost was $45 and the highest was $79.00 with an average of $58-62. So I still ask, how are you maintaining proper margins and meeting your price point? If I could do the same, I'd be busy with brake jobs all day, every day. But I refuse to give away my talents and I refuse to cut corners on brake jobs. There is no more inportant system on a vehicle than the brakes. Because after all there is no greater leap of faith than when you step on that brake pedal. And a vehicle can't hurt anyone if it won't go, but it sure will if it won't WHOA! I owe my family more than cutting corners on brakes.
With all due respect and reverence I submit this to you.
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Joe Marconi
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