The Weekly Blitz is brought to you by our friends over at Shop Marketing Pros. If you want to take your shop to the next level, you need great marketing. Shop Marketing Pros does top-tier marketing for top-tier shops.
Click here to learn more about Top Tier Marketing by Shop Marketing Pros and schedule a demo:https://shopmarketingpros.com/chris/
Check out their podcast here: https://autorepairmarketing.captivate.fm/
If you would like to join their private Facebook group go here: https://www.facebook.com/groups/autorepairmarketingmastermind
The Weekly Blitz is brought to you by our friends over at Shop Marketing Pros. If you want to take your shop to the next level, you need great marketing. Shop Marketing Pros does top-tier marketing for top-tier shops.
Click here to learn more about Top Tier Marketing by Shop Marketing Pros and schedule a demo:https://shopmarketingpros.com/chris/
Check out their podcast here: https://autorepairmarketing.captivate.fm/
If you would like to join their private Facebook group go here: https://www.facebook.com/groups/autorepairmarketingmastermind
In this podcast episode, Coach Chris Cotton from Auto Fix Auto Shop Coaching hosts a conversation with Coach Al and Kevin, a service manager, about the importance of team culture in an auto repair shop. They share their experiences with team-building activities like axe throwing, camping trips, and Christmas parties, emphasizing how these events enhance employee relationships and work dynamics. The discussion also covers their thoughtful approach to hiring and the necessity of appreciating staff. Coach Chris admires their methods and reflects on the value of investing in employees, while Coach Al highlights the inclusion of these practices in their hiring process to attract and retain a committed workforce.
Culture and team building exercises (00:01:00) Discussion about the importance of culture and team building exercises in the auto repair shop industry.
Creating a positive culture (00:02:50) Description of the strong chemistry and positive culture in the shop, emphasizing the importance of mutual support and camaraderie among the employees.
Hiring process and culture fit (00:03:54) Insights into the hiring process, including assessing candidates for their skills and cultural fit through interviews and observations.
Annual Christmas party and other events (00:06:02) Details about the annual Christmas party and other team-building events organized throughout the year, such as axe throwing and other outings.
Christmas party preparations and employee appreciation (00:08:00) Discussion about the process of selecting personalized gifts for employees, the budgeting for the party, and the significance of showing employee appreciation.
Appreciating employees through events (00:11:15) Explanation of the financial investment in employee appreciation events, such as the Christmas party, as a reflection of the shop's commitment to valuing and retaining great employees.
Camping trip tradition (00:16:24) Origins and evolution of the annual camping trip, including the planning process, activities, and the inclusive nature of the event for employees and their families.
Inclusive camping trip and its cost (00:19:07) Inclusion of employees' families in the camping trip and an overview of the costs associated with organizing the event.
Maintaining order during the camping trip (00:20:32) Anecdote about managing noise levels and potential disruptions during the camping trip, highlighting the challenges of organizing a large group event in a campground setting.
Camping Trip Planning (00:21:57) Discussion on the timing and survey process for the annual camping trip organized for employees.
Employee Bonding (00:23:50) Kevin emphasizes the positive impact of team-building events on employee relationships and work dynamics.
Investing in Employees (00:25:27) The importance of investing in employees and showing appreciation for their efforts is highlighted.
Recruitment Strategy (00:26:05) Incorporating team-building events into recruitment discussions to emphasize employee appreciation and engagement.
Connect with Chris:
[email protected]
Phone: 940.400.1008
www.autoshopcoaching.com
Facebook: https://www.facebook.com/
AutoFixAutoShopCoachingYoutube: https://bit.ly/3ClX0ae
#autofixautoshopcoaching #autofixbeautofixing #autoshopprofits #autoshopprofit #autoshopprofitsfirst #autoshopleadership #autoshopmanagement #autorepairshopcoaching #autorepairshopconsulting #autorepairshoptraining #autorepairshop #autorepair #serviceadvisor #serviceadvisorefficiency #autorepairshopmarketing #theweeklyblitz #autofix #shopmarketingpros #autofixautoshopcoachingbook
Click to go to the Podcast on Remarkable Results Radio
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bantar
Is your $500 bonus monthly or weekly? It equates to either $2.77/hr or $12.50/hr. Guessing monthly. 50% Insurance guessing $700/employee, so $350 = $1.94/hr. 2 weeks vacation = $41*80 = $1.64/hr. Matching 401K @ 6% match = 41*.06=2.46*5= $1.23/hr. This all adds up to $7.58 (or $7-$8/hr) on top of their base pay.
Staying with your top rate ($41 + $8) = $49 * 2000 = $98K. (used 2000 hours as the 80 hour vacation is in the $8 already).
Someone told me a long time ago, that your employees will not understand / comprehend how much they are making, especially with intangibles. He liked to write their hourly pay on their paychecks, so that they would SEE their actual pay rate. My top earning GS Techs continually under guess their pay rate. I have one leaving now that is taking a pay cut, but thinks he's getting a raise. Now, if they offer him overtime, he will make more than here. He randomly gets overtime, but we keep it to a minimum as best we can. What I've noticed is that employees with little fiscal control, like to make their lack of money in their account my problem. "My account is empty because your are not paying me enough." Mind you, they are ordering food in via Uber Eats, buying expensive drinks from the Walgreens next door and have other expensive vices.
Next, does this employee have insurance? Does he contribute to his 401K? Is the bonus regularly hit? These are valued at $0 if he does not partake. And they are valued at $0 if he doesn't understand. I'm sure that you explained all of this to him. It could be that the other shop has some perks too that cancel yours out.
Is he making a SALARY at the other place? If so, his income is guaranteed. He does not get penalized for picking up kids, etc. Having certainty in one's income is high ranking in quality of life. If flag, time will tell.
I have 1 tech making $1800/week, + $5/hr flag bonus ($45/hr + $5 = $50). I have another making $35/hr + $10/flag hour and an apprentice making $20/hr + $6/hr. Hourly guys are paid at 1.5X (of base+flag) if they work OT. And I don't have Insurance Matching, 401K or Vacation. Next on my list to add is Insurance matching. While I don't have a vacation benefit, I've randomly paid bonuses (of 1-5 days) in lieu of vacation/sick time or kept people on the payroll just to help them. Have a manager/service writer out with a heart attack, and kept him on payroll for about 5 weeks without being here. (He's still out, but now on leave. I hope for him to return in 2-3 weeks. Still a maybe).
I like your question. It had me doing math and I see the costs of benefits that I'm not offering in black and white. It's going to help me too!
P.S. Just before posting this, I added 50% matching on health insurance as a new benefit. I just polled everybody and have a 3-4 that want to sign up. Only 2 were willing to sign up with 0% matching, because they are young and their insurance rates are very low. I want my techs to have insurance so that they stay healthy! Thank you.
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