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ATI Repair Shop Mastery


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Good morning, I received a call from a lady contacting me about a school in my area. I have never been to one of there training schools although I have heard of the company ATI.  I am always open to anything that helps me increase my knowledge of our profession. The school is called  ATI Shop Mastery, it looks new and there is not much info on the web about it. The price she offered me was net zero at the end of the day. Any info would surely be appreciated. David

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any information that you get that would improve your shop is worth paying for, check out shop hackers facebook page, there is a ton of good info and shop owners willing to help for free. If you want to take your shop to the next level, check out shopfix academy. By far the best coaching company ever!!! They don't get you into a contract like everyone else, they earn their worth every month. But start with shop hackers, you will not regret it. 

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Agree with Shums Auto on this one. ATI has never impressed me because of the high pressure tactics, and the fact that you sign a long contract for their coaching, and they get paid 100% up front. Does not seem like a fair business model. 

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IF you can say NO, and IF you have the time to spare, and IF you want to maybe pick-up a trick or two, and IF you are willing to network with a few other Shop Owners (I think that describes my last ATI experience!) - this can be a good experience.  There is a class close to me soon and YES, as mentioned, I got a phone call and an e-mail, but I don't have a free day so I blew it off.  I have learned a few ticks - and I was told five years ago that I wouldn't last 6 months if I didn't sign up.  I'm still here... 

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12 hours ago, xrac said:

I can say no but they aren't very good at accepting no for an answer.  Kind of reminded me of the time share salesman.  

 

HAHAHA!  That's only funny if you knew how many weeks of Time shares I own (Platinum!).  You are correct - ATI does have a hard time with NO for an answer...  Maybe I better skip their next visit to a venue near me!

 

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  • Have you checked out Joe's Latest Blog?

         5 comments
      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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