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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HarrytheCarGeek
Jeff,
Mechanics are service employees, they are not factory workers. You capture the value of a mechanic when services are rendered, a factory worker's value is capture when the product is made.
One man shops should not be competing in price on oil changes with franchise or chain shops, the cost of management and facilities cannot be spread out to multiple mechanics. If you think you will go out of business by charging full price on oil changes, you have no idea what it will cost you on your old age cost of living.
I will not beat a dead horse, all I will say is this, if you did over 1,000 LOFs you are losing serious money, hurting yourself, those that work for you, and the industry in general.
Customers don't know you are losing money and they will expect further discounts from you!
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FROGFINDER
You are not giving it away if you use it as a tool for your advertising and salesperson recruitment expense. I would give a tire shop a pizza on fridays in my area. I kept track of referrals. In a year it developed into $250k per year of business. I gave a bike shop a box of donuts every couple of weeks and serviced their fleet of vehicles and trailers. I gave a body shop a pizza a month and referred that body work that i made a profit on every job. They repaired two wrecked personal vehicles and minor shop caused customer car dings n/c $8k.
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Jay Huh
My oil changes are $30 and $50 for full synthetic. We don't lose money on them but I think of it more of a service for my customers. I share the same wall with big franchises that advertise $19.99 oil changes. They still stick with me
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flacvabeach
We used to have a sign in the front window that said "We fix $19.95 oil changes." We recently decided to switch our bulk oil to full synthetic and offer that in a $79.95 oil change as our standard.
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HarrytheCarGeek
....
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HarrytheCarGeek
The way we moved away from cheap oil changes was by first doing away with all signs that had low oil change pricing.
The main shop had a big sign that said oil change $24.95, I got rid of it and all the other signs at the other shops that said the same thing.
Then, I got rid of all printed materials that said anything about cheap oil changes.
While I had the signs removed, I had the computers updated with new job definitions. For example, LOF $24.95 became NLOF $59.95.
I also had new discount lines made in case the Service Advisors needed to apply a quick discount to avoid a scene for example, LOFDIS1 -$5.00, LOFDIS2 -$10.00
I kept the old job codes active until we had moved away completely from the cheap oil change routine. I kept a sharp eye out on the reports every week to make sure they were not applying discounts unnecessarily.I made them explain what happened on the conference call to make sure they understood how critical this move was for us.
Now, there is a psychological barrier and fear about doing this that I had to have my guys overcome. If you don't believe in what you are doing, neither will your guys.
What help me made the transition, was that the mechanics now had 30 minutes credit for and LOF, but they had to give me an inspection report on the vehicle.
Moving on, I had the menu board graphics updated. I had one that said Bronze conventional oil change $59.95 and it had only two items listed under it, 1. Up to 5 quarts 10w30, 2. Economy Oil Filter.
The other choice became, Silver-Plus, Which listed choice of semi-synthetic oil, oem quality filter, top washer fluid, inspect wipers, etc. for $74.95, Then, the next level said GOLD-Pro and gave choice of Full synthetic, oem or premium filter, top off washer fluid, set tire pressure, 30 points safety inspect for $99.99 Plus. Then the season package for $149.00 with tire rotation and balance, or new wipers, etc. The point being, making sure to recover our full costs and make an acceptable margin.
Your psychology into making this a reality is very important, if you don't understand your business this will not help you prosper, it will fail miserably. I had to fire a shop manager because he was the only one that didn't do anything to improve his numbers. Telling me how wrong I was when the other shops were doing extremely well.
So what were the results?
One of the shops saw about a 19% loss in LOF's 1059 vs 858. Revenue on conventional LOFs when up over 45%! From about $26.4K to over $48K!
We loss many trouble customers.
The mechanics attitude improved.
Compensation improved due to improved cash flow.
The class of cars improved too.
Now, there are other things I learned that I would like to point out.
Yes, customer referrals are essential, but poor customers hang out with poor customers, Good and Excellent customer tend to refer other Good and Excellent customers.
Cheap customers will make their poor life choices your problems too, learn to fire them and send them down to your competition.
Treat your excellent customers well, they will stick with you, learn how to profile and identify your best customers.
These are some of the things we went through, I hope you can benefit from our experience in this new year.
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xrac
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