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Is the Oil Change Service Dead?


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We do a fair number of oil changes.   We put oil stickers on cars for 3,000, 4,000 and 6,000 miles for Conventional, Synthetic Blend and Full Synthetic oils.  5,000 for Diesels.    I track intervals per type of oil per year and only on cars that I've seen twice or more.  

For 2021, we've seen these average mileage intervals between oil changes:

  • 5,189 - Conventional
  • 5,370 - Synthetic Blend
  • 6,320 - Full Synthetic (this average also includes euros)
  • 7,000 - Diesel

What does this tell me??  

Conventional customers (3,000 mile) are saving money in two ways:   1) Buy the cheap stuff and 2) It doesn't need to be changed THAT often!   (73% stretch)

Synthetic Blend customers (4,000 mile) are more likely following the oil change light which turns on about 5,000 miles.  As a category, they are trending too long.  (34% stretch)

Full Synthetic customers (6,000 mile) are staying close to our sticker and possibly the oil change light.  Good boys and girls!  (5% stretch) 

My diesel counts are not high enough to be statistically meaningful (just under 1%). 

Here's the surprising thing.   Over the last 4 years, the oil change intervals have not meaningfully changed.   All categories have very-very tight year-to-year groupings.   What has changed is the time to hit these intervals.  Over the last 2 years, I've seen the time to hit their interval rise 30-40 days (+50 days if you go back 4 years).   This tells us that they are driving less overall.   My data says that Oil Change mileage intervals are not changing...  yet.    Mind you, we are educating our customers to stay close to the intervals for less total-cost-of-ownership.

Definitely Education!    I keep oil control valves on my counter as talking points.   The minute I have to change one of these because your let your maintenance lapse, you've lost the cost-of-ownership battle!  We focus on encouragement, but I sometimes jokingly tell them that we'd prefer that you not take car of your car.   Which side of the shop would you prefer to visit?  

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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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