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Have you checked out Joe's Latest Blog?
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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
Premium Member Content
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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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By carmcapriotto
Thank you to our friends at RepairPal for providing you this episode. As shop owners we were part of RepairPal’s Certified network and you can learn more at RepairPal.com/shops.
Show Notes
Reasons Google will suspend your GBP Adding Keywords to Your Business Name Using PO boxes or virtual office addresses Using your home address for a service area business - mobile mechanics Making major changes to your information - name, address, phone number Adding Reviews - Talk about RV Masters Recent experience Spam Reviews Two businesses sharing an address - same with phone number A competitor reported you Dandy Review Removal: Negative review removal using AI They had to rebrand from ReviewVio because of all the negative reviews and complaints that they received. They over charge and under deliver. It is a 12 month contract - not monthly Writer’s Hand: WriterHand.com's Review Generator AI employs state-of-the-art natural language processing algorithms to produce high-quality reviews in a matter of seconds. The tool is designed to cater to the needs of both individual writers and businesses seeking to enhance their online presence. By simply inputting a few key details about a product, service, or experience, users can obtain well-crafted reviews that reflect a genuine customer's perspective. Embed Social: Use AI tools to help you collect more reviews, reply to reviews faster and make your reviews widget designs. New AI Optimization services: Boost Ninja: Speak on Accurate Automotive GBP Listing being suspended after adding this company to their listing - Supposed to be a Google Maps ranking system by boosting local rankings by targeting top keywords and AI Optimization to your Google listing Problem is when you talk to client’s who have hired companies like this and ask what they are actually doing - the answer is the same: “I have know idea”
How To Get In Touch
Group - Auto Repair Marketing Mastermind
Website - shopmarketingpros.com
Facebook - facebook.com/shopmarketingpros
Get the Book - shopmarketingpros.com/book
Instagram - @shopmarketingpros
Questions/Ideas - [email protected]
Click to go to the Podcast on Remarkable Results Radio
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ATLAuto
Good gracious ... I cannot even imagine staying open at $48/hr. Even in a garage behind my house. How do these shops stay in business?
For the record, we called every shop in town before opening. Made a massive spreadsheet of labor rates by neighborhood. Then, set ours at the mid to upper side of that curve. $109.99/hr. This also allows us to hit 70% margin on labor.
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GeeZ
Guys, be careful about discussing this in too much depth on a forum like this. FTC is always looking for what they believe is
collusion to fix prices.
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Mario
We are discussing going open market prices for labor in areas all across the United States.
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GeeZ
Just letting you know. All it takes is for a group to discuss it for the FTC to launch an investigation. BTW, insurance companies are exempt from price fixing by law.
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andresauto
Only on custom work, some sublets, and non-insurance related jobs are there reasonable margins possible for auto body shops.
As for aftermarket automotive repair ...
...for example, our shop labor rate is dependant on different factors that are easily understandable and by differentiation of jobs by risk factor of employee and vehicle, intelligence and ability required, value of vehicles (classics, customs, exotics), and equipment necessary to do a job. On a bare basic example, a shop down the road charges $10.00 per each wheel/tire to balance each wheel/tire. We get paid $35.00 each to balance each tire plus $1.00 each per ounce of weights used. Does not include mounting.
Another example, our basic general labor price is $125.00 per hour on general labor, a shop down the block is $84.00 an hour for general labor and even another claims that they are $65.00 for general labor.
The Volvo dealer 6 miles away is $160.00 per labor hour. The local Mercedes dealer is over $200.00 per hour in labor.
On our exotic end we have been as high as $325.00 per hour for labor, depending on the value of the vehicle, the exclusivity of the client and what exactly they want, the time of operations (sometimes I have to start a job at 1:00 am with no hassles, distractions, etc.), equipment procured, and the supplemental insurance required.
This above is open market pricing.
If the industry goes regulation bound, as in not open market pricing the restrictive nature of producing an income will produce a lower class of technician with lower quality workmanship. The technicians in this industry are already too underpaid because of a cut throat fear based labor pricing system.
With a low paid industry you typically attract low educated individuals who do not have the IQ or aptitude to produce good quality products.
If your not to certain about this, go to your local fast food establishment and see if you can find highly intelligent/skillful people working long term at these low wage operations.
Basically highly intelligent/skilful employees do not equate low paying labor jobs as a long term solution for survival for themselves or their families regardless of how good the working conditions may be. The uneducated but willing though are thankful to have jobs and will work for their money(lower income) but lack the education to produce high quality products. That does not mean they are hopeless, but initially they are productive on very low levels. They are laborers not technicians.
Then the cycle begins:
They are laborers and not technicians unless you highly train them into professionals.
Then these laborers turned professionals, knowing their increased value and rightfully deserving to be paid more, look for raises or higher paying jobs. If the business can afford to pay the raises and higher salaries it will attract and retain professionals. If it cannot, due to low labor rates, regulations, and/or inefficiencies, that shop or industry is doomed to a low level survival potential or failure for the company and its staff.
And the cycle starts all over again.
_______________________________________
There is prosperity where there is knowledge and ability, but there is no hope where ignorance of facts exist.
For basic financial prosperity: Income must be greater than expenses.
Expenses × 5 = MINIMUM Income necessary for security.
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FROGFINDER
If your customer thinks your worth it than charge ALL YOU CAN FOR YOUR BEST WORK EVERY TIME!
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LynxStarAuto
Well I'm located in Miami, Fl. I cannot vouche for TC's experience. Here in Miami competition is fierce. Ppl care not how good your are, rather where it can be done the cheapest. Most shops here are in the range of 70-80/hr. My rate is 85.00 and that is only because I specialize on Euros, and many other Euro shops fall in that range. About the only elevated fee I have is a 120.00 diagnostic fee. This is because I have OEM scan tools and have access to certain systems, and certain features some aftermarket tools do not on these vehicles. I charge my fee and guarantee that what I say the issue is, will be the fix. Outside of that, my rate is on par with every other shop in the area. A 100/hr rate won't get you too much business here.
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CMillet86
I'm a couple hours from Mario, and my labor rate is $70, thats on the upper end of the independent scale in my area.
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