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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
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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 Changing The Industry
Episode 162 - Lauralee Schmidt on Repair Shop Economics and Social Media Slips
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mspecperformance
Thanks xrac
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Shopcat
Sprinter service can be profitable in the fleet format. Sprinters have pattern failures that become profitable after the learning curve. The multi function switch xrac mentioned is typical. Sprinters also need rack and pinions, oil coolers, turbo resonators, and light bulbs and tail light assemblies to name a few items. The key is to get paid for all the little things you do, and use the right parts vendor. The shop I work with uses Johnson Industries, they speak fluent Sprinter and they usually have a good amount of stock. The advantage of fleet service is the steady work, and getting efficient at typical repairs. Be prepared because other independent Sprinter owners will flock to you as well once the word gets out.
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bstewart
http://www.ratchetandwrench.com/RatchetWrench/December-2013/Make-Fleet-Service-a-Valuable-Addition-to-Your-Shop/
http://www.ratchetandwrench.com/RatchetWrench/April-2014/Transitioning-Away-from-Fleet/
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mspecperformance
Thanks shopcat at! When it comes to fleet work what do y'all recommend a for labor charge? Parts charge? Warranty? Contract terms.
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Shopcat
I think that labor charges, parts mark up and warranty depend on quite a few variables. I would crunch some numbers to get to the answer. Consider the following :
How much potential repair volume is there, like number of Sprinters and miles driven in a particular time frame.
Parts mark up and labor charges depends on what is typical retail in your area, what this fleet may be used to paying, and most important, what you need to keep this deal profitable for your shop.
Warranty for fleets should be 90 days or so. Fleet vehicles are typically driven like they were just stolen.
Do your homework, decide what you are willing to do and keep it profitable for your shop. Put your proposal in writing and have a meeting with the principals.
I can also tell you that labor guides are skinny on the Sprinter, So charge accordingly. Its hard to beat the clock on these.
What ever happens, do not undercut yourself and your shop. Stick to your needed numbers.
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mspecperformance
Excellent advice thank you
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Mufflers and More
We service sprinters and we are not a bottom feeder shop. We have an Autologic scan tool which takes care of all sprinter needs under the Mercedes Benz. Actually easy to work on and since no one else thinks they are.
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mspecperformance
Thanks for your post! We also have a Autologic unit dedicated strictly for Mercedes. From what I understand the factory MBZ tool actually no coverage for Sprinters.
Thanks bstewart. I've read those articles already as well as another one from shopownermag.com that were helpful. I want to go into this with my eyes wide open to make sure we are profitable and waste little time with getting it up and running when it comes time.
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flacvabeach
The fleet customers we have had in the past were always looking for someone to do it cheaper and I understand that. We do a lot of government vehicles through GSA and they can be tough customers, but they pay by credit card and in our town, they have a LOT of vehicles, primarily late-model domestic. We don't see Sprinters. Wonder where they are going?
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mspecperformance
Ive been asked for work in sprinters before. Feels like there may be an opportunity
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Elon Block
I agree those articles are very good, especially the checklist on this article:
http://www.ratchetandwrench.com/RatchetWrench/December-2013/Make-Fleet-Service-a-Valuable-Addition-to-Your-Shop/
As with everything, there is the benefit to the shop and the benefit to the customer.
And it has to be a win-win for both parties. Like all customers, they need someone
they can really trust to take care of their vehicles.
What the fleet customer needs is to have their vehicles running because when
a vehicle isn't running, they're not making money.
There are many aspects to beginning a successful relationship with a local business owner,
but one of the keys is to be clear about how you do business and how you're going to take
care of the customer's vehicles for them.
In other words...
Doing preventative maintenance is the key to helping that business owner keep that
vehicle on the road. In their mind, they make think it's all about fixing today's problem.
The bigger picture is: It's all about keeping the vehicle maintained so that you can
catch potential problems before they become major problems.
So, if you have a standard inspection process in place for your regular customers,
you're going to use the same process every time a fleet vehicle comes into the shop.
The customer needs to be able to understand and buy into that whole concept or
the program will fail.
From a shop's standpoint, fleet work can be a nice addition when priced properly, and
as long as the shop's workflow is organized to handle their special needs.
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mspecperformance
I agree Elon that is sound advice. I was most certainly going to be instituting preventative maintenance measures and a specific inspection process tailored to my fleet clients. Other than sprinters I may be able to attract some luxury car rental/livery companies depending how they do business (do they spend money to maintain their vehicles). The largest advantage I see with Fleet work for me is having vehicles on schedule to ensure car count.
Elon when you mention "priced properly" what are some generally accepted practices? How much should be "discount" our labor in order to attract these accounts. I am not a fan of discounting and maybe that isn't the right word. I am guessing I may have to set a separate labor rate entirely for Sprinter work as it is a "truck" and my pricing is based off of passenger vehicles. How about parts? what kind of GP should i be looking at if my regular GP margine is >50%
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Elon Block
Pricing is a BIG subject and there is no ones-size-fits-all answer. Plus it's another case of
looking at things from the shop's standpoint - and the customer's standpoint.
From the shop's standpoint first...
Parts and labor pricing is situational and needs to based on a number of factors, such as:
knows beyond a shadow of a doubt they made the right choice to choose you for all their needs
There are more things that I believe need to be taken into consideration. For example...
using a blanket GP margin for all of your parts may seem like an easy fix... but
from a percentage standpoint, after market parts pricing is different than dealer or
distributor pricing.
From the customer's standpoint...
The internet has made it very easy for anyone to do some simple
research and determine what the "Suggested Retail Price" is for your parts.
"Suggested Retail Price" is a phrase your customers are very familiar with
and a comparison method (we have all been taught to use) when shopping..
So, using a blanket GP can put you in a situation where the consumer is going
to feel ripped off if/when they do any research and see they were charged way more
than the easily available, published prices for that same part.
What that means is: Parts have become somewhat of a commodity. You can
still make a profit on parts - it's just not where the real money is
The REAL profit opportunity is in your labor because let's face it...
that's the true value you bring to your customer. All of your training, your experience,
your trustworthiness, your tools, including technology, your parts and labor
warranties, etc, etc. The list is endless.
That's what the customer is willing to pay for and is what REALLY sets you apart from
everyone else in your town.
And to answer your direct question to me: Discounting your services is not the way
to build your business or increase your paycheck.
From my experience... having a business model based on providing killer service
at a fair price for all involved... is the only way to build a loyal customer base -
whether it's retail or fleet.
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bstewart
This is exactly what I was talking about in this thread:
http://www.autoshopowner.com/topic/9381-labor-margin-vs-parts-margin/
I believe this is where the future of the industry should be headed.
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insomniac
although somewhat off topic, I dont work on any european cars outside of transmission replacements. They just arent worth the headache. Even the simpler seeming problems turn into a pain in the butt most of the time. And on top of it most of the european cars i see are one that were never maintained, they come in and have 15 codes in the system, and the customer wants to fix it as cheap as possible. I usually have the type of customers that buy the high end cars because they just want the emblem.... Champagne taste with beer pockets... I dont want to deal with them types...
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mspecperformance
I don't have a lot of those but the ones I do I hate. I seemed to attract them with alignments some how. At least that was when I priced them competitively with the hacks.
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