Anyone in Nc use RLO? Would love to talk to them
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- 4 months later...
Ok guys, an update on my RLO experience. Parts GP has risen from 24% to 42% and I have seen a 20% increase in labor GP. So really the program has paid for itself already. At this point I would say its been as simple as gaining the confidence to improve and implementing a few new procedures and not a miracle fix or complete turn around but there is still room for improvements and Im only a little over half way through the GSM program
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- 2 months later...
Any idea on the cost. I am looking to send my service writer to training. I ha e to ask how much do these companies pay the employees. I see a lot of these companies employ previous shop owners. If your so good at running a shop and raking in money why would you give it up to be a teacher?
Any idea on the cost. I am looking to send my service writer to training. I ha e to ask how much do these companies pay the employees. I see a lot of these companies employ previous shop owners. If your so good at running a shop and raking in money why would you give it up to be a teacher?
I can completely understand your skepticism. Most of these coaches are retired shop owners that for the most part do their own thing. What I can gather they are coaches because it's a flexible schedule and they genuinely enjoy helping folks out. For instance I'm currently a coaching client with elite and my coach is still a operator. He had 3 shops all making great money but he spends the time with me because he gets fulfillment from coaching. The money that I pay to the program is really a drop in the bucket to my coach I'm sure. I have also met a lot of the other elite coaches at a live training event and I can honestly say no one would put that much effort for the measly couple hundred bucks they might be getting a month to be a coach. With that being said I'm sure it's similar for RLO's independently contracted coaches.
Do you work with them during the day or after your normal business hours. If you work with them during the day how are you able to set the time aside. I can not semester to get 5 minutes in row without something needing my attention unless I actually leave the shop.
The time is worked out with you and your coach. I talk to my coach after hours however at times i talk to him during the day. Part of what you may want to work on is spending more time being a shop owner and working ON the business opposed to work IN the business. Its a tough hump to get over i know!
- 3 months later...
I have attended an Elite seminar last month through Jasper engines. Let me tell you, it made me feel very small and it showed my that I have A LOT to learn as a shop owner. I am currently trying to set up something with them.
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Have you checked out Joe's Latest Blog?
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By Joe Marconi in Joe's Blog5 commentsI 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 carmcapriotto
Thanks to our Partner, NAPA Auto Care Customer service is the backbone of any successful auto repair shop. Tom Petty discusses the critical role of clear, effective communication with customers. And guess what? It all starts with your internal team and company culture. Tom Petty, Petty Motorworks, Waretown, NJ Show Notes
Watch Full Video TST Seminars: https://www.tstseminars.org/ NAPA Auto Care Gold status (00:01:24) Tom Petty discusses NAPA AutoCare Gold status and its significance. Technical training and progression (00:03:13) Tom Petty's technical training and progression through the years. Family business and technical training (00:04:22) Tom Petty's decision to start a family business and his involvement in technical training. Engaging technicians and setting shop culture (00:05:44) Discussion on setting the culture for a shop and engaging technicians in training. Apprenticeship and mentoring (00:08:13) Tom Petty's approach to apprenticeship and mentoring young technicians. Automotive vocational education (00:11:10) Discussion on the need for a specialized automotive charter program in vocational education. Challenges in the automotive industry (00:13:03) Challenges faced by young technicians in the automotive industry and the need for development and support. Starting wage and labor margin (00:14:36) Discussion on starting wage for technicians and the importance of labor margin for business sustainability. Post-education career advice (00:15:31) Tom Petty's advice for students coming out of a two-year automotive program regarding starting wage expectations. Structured Raises (00:15:37) Discussion about implementing structured raises for technicians to prevent wage suppression. Setting Technician Wages (00:19:06) Discussion on the importance of setting technician wages based on experience and productivity. Communication and Customer Service (00:23:53) Importance of effective communication, especially through digital inspections, and its impact on customer service. Training Alliance (00:28:00) Formation of an independent training alliance to improve technical training in the local area of New Jersey. Kidney Donation (00:30:44) Tom Petty's kidney donation. Life Post-Surgery (00:33:14) Tom Petty shares his experiences after kidney surgery and discusses the minimal impact on his daily life. Avoiding NSAIDs (00:33:53) The importance of avoiding certain pain medications for kidney health, with a cautionary example. Recovery and Kidney Function (00:34:31) Insights into the recovery period after kidney surgery and the remarkable adaptability of the kidney.
Thanks to our Partner, NAPA Auto Care Learn more about NAPA Auto Care and the benefits of being part of the NAPA family by visiting https://www.napaonline.com/en/auto-care Connect with the Podcast: -Follow on Facebook: https://www.facebook.com/RemarkableResultsRadioPodcast/ -Join Our Private Facebook Community: https://www.facebook.com/groups/1734687266778976 -Subscribe on YouTube: https://www.youtube.com/carmcapriotto -Follow on LinkedIn: https://www.linkedin.com/in/carmcapriotto/ -Follow on Instagram: https://www.instagram.com/remarkableresultsradiopodcast/ -Follow on Twitter: https://twitter.com/RResultsBiz -Visit the Website: https://remarkableresults.biz/ -Join our Insider List: https://remarkableresults.biz/insider -All books mentioned on our podcasts: https://remarkableresults.biz/books -Our Classroom page for personal or team learning: https://remarkableresults.biz/classroom -Buy Me a Coffee: https://www.buymeacoffee.com/carm -The Aftermarket Radio Network: https://aftermarketradionetwork.com -Special episode collections: https://remarkableresults.biz/collections
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mspecperformance
Alex, don't count me as an expert however you certainly sound like you could be doing a lot better. 350k I'm assuming a year of course. With 3 techs and a SA you could be doing closer to 1-1.2mil. Without getting into detailed numbers that's what my sales goals are and I run a similar size shop/staff.
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mmotley
Can't help but feel like you answered your own question there buddy...
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Bob K
Until you experience some form of Automotive business training , you probably wont see where your problems are even when the problems are right under your nose. A trainer or a coach will help you identify whats going wrong and teach you how to fix it. Some fixes are quick and easy and real eye openers.
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Rich F.
I've been with RLO since 2005 best move I ever made. 4 years in my sales had more than doubled. Have gone from one store to three now and looking for additional opportunities. They are on the leading edge of what's happening in our industry. Dan Gilley, John Wafler and their entire team are cream of the crop. They keep you focused on the right things and keep you profitable. After being involved in the group process with them for awhile you'll be able to walk into pretty much any shop and know where the problems are and what it'll take to fix things. Of course they're going to make you work for it all.
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mastertechlex
Thanks Rich F. I decided to go with RLO based mostly on my personal experiences with Barry Barrett and the good reviews I have seen on RLO (including yours).
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Rich F.
Great to hear! You won't be disappointed.
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Pjauto
You guys are blowing my mind a bit. I have a six bay shop with 2-3 techs, 140 cars a month with around a $225 ARO. I thought I was doing pretty decent. But by the numbers you guys are throwing around I feel like a peasant! I am currently with Elite and have learned and grown a good bit over the nine months I've been with them. Is RLO comparable to Elite or is it primarily for service writer training? Elite is more business coaching centered.
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mspecperformance
PJ, messaged you.
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AZAUTO
I interviewed every coaching company out there and chose RLO training. Even though I recently withdrew from the group for personal reasons I highly recommend them. Was with them for a year and a half and learned much more about my business. My ARO went from $375 to $500 and my net profit over 30%. Sent my service advisor with Barry for one weeks of hands on training and my advisor came back with so much confidence that he took over his position at the front counter. As for my facilitator John Wafler; he in my eyes is the best out there. As someone mentioned above; if you don't want to work hard towards change then this group is not for you. They provide you with all the tools you need to run a successful business but you have to implement and want the change. They can get you where you need to be.
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xrac
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