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By Joe Marconi in Joe's BlogI 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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By Joe Marconi
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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
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By Joe Marconi
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By Changing The Industry
The Basics of Owning An Auto Repair Shop - Balancing GP per Hour and Productivity
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alfredauto
In NY mobile mechanics are regulated as repair facilities. I doubt it will work here, as the only mobil facilities I know do big truck emergency repairs. There definitely is a market for that, price out what it costs to tow a semi and you'll see why they pay the guy $150/hr to swap parts on the highway to get it rolling to the garage.
But overall the idea of a mail order mechanic fixing anything in the housing project parking lot is stupid. Who even calls these people? I don't want a stranger dumping oil in my driveway. Got my gator socket and metrinch kit, good to go. Oi!
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FROGFINDER
There is a large market for driveway service. Offer road service checks to your good customers. Have the drive on wrecker ready and get it back to your shop. Quick turn around and courtesy ride for your good customers.
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LynxStarAuto
Eh this is old news guys. I was actually on board with Your Mechanic during my mobile days, back when they first started (circa 2010). It is a legit business, and a good opportunity for those of us who actually want to break out of our current routines, and become independent. From what I could tell, the techs who comprised the YM roster were solid. They do a pretty extensive background check, and ask for references, and check up on them. They also check up on your tools and equipment, and verify you indeed are equipped to do the jobs you mark yes on their form. The biggest complaint from customers was that they could not reserve the same tech who serviced their vehicle the first time. It is always a new mechanic that goes to visit the customer. They don't want you to get comfortable and that is the biggest flaw with YM was that it was just too easy to steal the customer for yourself, and too hard for them to prove it. Many times I would show up, and the customer would ask for a contact number so they could maintain a relationship with me. Eventually, YM didn't do so well in my area, and they dropped the program here, but they still operate in other states. I actually copied their idea for a while, and developed an app where all a customer had to do was schedule an appointment with me via their smart phone. I would get a notification, accept, and all was set. I would show up, do my thing, and the customer could even pay me through the mobile app via paypal.
Mobile service is a real thing, and a major convenience for the customer. So many times I would show up to the customer's house, and they would hand me the keys, and go back to doing their routines. I would finish up, get paid, and be on my way. That is the modern world for you. People want to be less and less involved in the process, and if you can connect with a customer via a smart device, you are set.
I can't talk bad about Your Mechanic, because they really helped boost my customer count, and showed me the ins and outs of the business (Mobile service is it's own animal). I also can not bad mouth CL. I advertised a lot on Craigslist back in the day, and earned a lot of good customers via it. Are there hacks, and parts changers on CL? Sure, but their are also a ton of hacks at repair shops too. The industry is full of crap, at all levels.
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LynxStarAuto
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Hands On
I am dredging up this old post because they are getting more aggressive with it, and it sounds like this guy is a testimony that some good techs are willing to make the leap in order to try to branch out on their own. I was heading to Zip Recruiter to try out the new recruiting site on the block. I started by searching to see who is looking for techs in my area during what is normally a slow time for the other shops. Only one posting showed up for my town. Can you guess? :
***EARN UP TO $1,500/WEEK - FIX CARS AS A MOBILE MECHANIC***
YourMechanic Longmont, CO 80503 USA
BECOME A MOBILE TECHNICIAN WITH THE LEADING AUTO REPAIR COMPANY
YourMechanic is a mobile mechanic company. We offer car repair services at our customers' homes and offices. With no shop overhead, we pass the savings on to our customers and provide our technicians better pay. We handle all the marketing, appointment scheduling, parts ordering, invoicing and customer support for our technicians, leaving the technicians to do what they love- fix cars.
EXPLORE THE POSSIBILITIES
I am dealing with the AirBNB phenomenon right now as a member on my HOA's board. That is really hurting the B&B industry and the hotel industry. Hotels are acknowledging that they are feeling the pain now. Does everyone really still think that this will never hurt us? I feel like I have positioned myself in such a way that my best customers will not be calling something like this, but if it does start to gain a lot of traction, people will use it just to try something new, and it may start to hurt, if even only for a year.
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