Quantcast
Jump to content

Do you guys honestly get good use your of your scheduler?


Recommended Posts

Just a thought guys. I know I've seen shops where the operation runs amazingly efficient in terms of scheduling. The schedule is laid out where blocks of technician time is blocked off based on the in shop work as well as in coming appointments. Personally I have never gotten it to work well for me. We have a lot of inefficiencies with appointments mainly due to people breaking them. Customers generally do not respect appointments with auto shops as much as they do with doctors and dentists. I have tried every which way to make folks showing up for appointments as accurate as possible. The other problem is when vehicle inspections turn into big tickets with lots of hours. The third problem is blocking out time based on their efficiency %s but depending on the mix of work they might be extremely efficient or less efficient which will can throw a schedule into chaos.

 

How do you guys finding the use of a scheduler?

  • Like 1
Link to comment
Share on other sites

The Mitchell scheduler is the best I have seen but I also have issues like mspecperformance.

 

We have done a good job getting people to show up and on time. This is a rather easy issue to cure if you are willing to apply the effort. Here is what we have done to minimize this late/no show issue.

1. We text the customer to remind them of the appointment with the wonderful BoltOnTech messenger pro. If they do not confirm the appointment we will either text them a note or call them.
2. We email the customer to remind them of the appointment with the Mitchell CRM program.

3. When a customer is 1 minute late we call them. This is the most important step because we are training the customer to honor the appointment time. An important thing to know about calling them is to call them in a manner that you come off as being concerned about them. You want the customer to know that you are concerned about their welfare and you want to know that they are okay.

4. I feel that if you have a repeat offender that it is alright to call them and explain to them the importance of your schedule. I have a great customer but he was always late or a no show. I politely told him that we really appropriate his business and he is a valued customer. I then went on to tell him that in order to give all our customers the top notch service we need to follow a tight schedule. By the end of the call he knew that when his appointment was for 9am that I had a tech waiting for him. He was happy and our relationship has never been better. He has never been late or missed since.

Follow these steps and in a short while you will be having customers calling you when they are running a few minutes late.

 

About the scheduling issue!! I am also struggling allot with this. I think smaller shops have more trouble with this than larger shop with more techs. I have days were we can not give service away and days where everything sells itself. I think the only thing we can do is to insure that our techs know their schedule DAILY. A whiteboard is good but takes time to manage. I print the tech's schedule every day and hand it to the tech before the work day begins.

 

Other than that I am at a loss of what to do. It always seems that Mr. Smith who barely had time for the oil service all of the sudden he wants to do that 4 wheel brakes and transmission service. Now we scramble to get him to work, order parts and get the car done with an almost full schedule. I am always fearful to reschedule Mr. Smith in fear of losing the 62% profit margin job. If I don't take the job I risk losing it but on the same token I am one broken bolt away from a disaster day.

I am trained to have more techs than what I need and push the pressure to keeping them busy onto the Service Advisor and tech's but i feel that is an UN-healthy game. I would love to hear some ideas to solve this problem.

Link to comment
Share on other sites

I've actually started to like the new Mitchell scheduler. I don't use it exactly like it was designed, but I think that's probably typical. It took me a few weeks to figure out how to get it to work for my scenario, but I finally figured out some tricks and it works great now.

 

I have kukui email the customer I think 5 or 7 days before the appointment. I use bolt on to send a text reminder the day before (at 6pm). I usually call a customer a few minutes after their appointment time if they haven't shown up.

 

As for inspections turning into large jobs, I'd say look at your average hours/ticket, then anticipate small jobs turning into that. Also, telling the customer that it's going to take longer than it actually will can help you shuffle the schedule around.

 

The efficiency thing: I completely ignore labor guide times and schedule what I think it's gonna take to complete the job. I have a new tech that just started last month, and he has no problem working on 2-3 cars at time. He's quick. So I know put a 2 hour job on the schedule as really at 1.5 hours....

 

Hope that helps.

  • Like 1
Link to comment
Share on other sites

Autovitals Workflow lets us see exactly how our techs are loaded and what the real-time status is on each job. We have a touchscreen display in each shop that lets managers pull up the RO on any job in the shop. You can also pull up all of the photos techs have taken during the digital visual inspection.

Link to comment
Share on other sites

I use Mitchell and the scheduler in the system to me is very complicated. So still using white board. It is something I need to spend time on. Does anyone else feel the same about the Mitchell scheduler?

Today, 10:39 PM

Hi Bockauto. I just ordered a dry erase board because I too find the Mitchell scheduler kind of clunky. Not sure how to set it up and I was hoping you wouldn't mind sharing how you use yours? How do you block off time? Help!

Edited by babyhydro
Link to comment
Share on other sites

Create an account or sign in to comment

You need to be a member in order to leave a comment

Create an account

Sign up for a new account in our community. It's easy!

Register a new account

Sign in

Already have an account? Sign in here.

Sign In Now
  • 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!”
  • Similar Topics

    • By Joe Marconi

      Premium Member Content 

      This content is hidden to guests, one of the benefits of a paid membership. Please login or register to view this content.

    • By mikezat
      Hi! I got a bunch of engine and cabin filters - leftovers from my store. What's the best way to get rid off the inventory? eBay sales are slow and not an option due to the time it takes to list a filter and due to expensive cost of shipping.
      Many thanks in advance,
      Mike

    • By carmcapriotto
      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
    • By Joe Marconi

      Premium Member Content 

      This content is hidden to guests, one of the benefits of a paid membership. Please login or register to view this content.

    • By Changing The Industry
      The Basics of Owning An Auto Repair Shop - Balancing GP per Hour and Productivity


  • Our Sponsors

×
×
  • Create New...