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The Power of Being Part of a Banner Program
- 1 month later...
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This is an older topic but it's interesting to follow these programs and see where they are. The Tech-Net program has realy evolved...http://www.techauto.com/
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- 9 years later...
I've decided I want to join a banner program, but I'm having a difficult time deciding which one.
My shop is in Tucson Arizona. We (Tucson) are kind of unique in that the parts supplier in town who is usually going to have the part available and reasonably priced is a locally owned franchise called Merles. (not a national chain)
They've been around a long time and have market saturation locally that the big boys have always envied.
They were recently (within last 2-3 years) purchased by the same conglomerate that owns NAPA, which extends their buying power even further.
They give excellent service and pricing, and when our shop was brand new and had no established credit they gave us NET 10th credit terms immediately when everyone else (First Call, Factory Motor Parts, Autozone, Worldpac etc...) wanted us to either pay cash to get established, or guarantee it against mine and my business partner's personal credit.
They have a program called Auto Service Experts (I'm not sure if this was a banner program they've always been affiliated with or if it came in with their affiliation with NAPA)
However, Advanced Auto Parts recently moved into Tucson and they are wanting our business. They are very competitively priced. They (along with Carquest and Worldpac) are part of the Tech-Net program.
The one advantage Tech-Net appears to have over Auto Service Experts is their labor claims. (Auto Service Experts limits you to 3 hours at $75/hour and a limited number of claims each calendar year)
Tech-Net current labor reimbursement on labor claims is also $75/hour but they don't have limitations on how many hours per claim (based solely on labor manual flat rate time) or how many claims per year....which could be huge if you get a bad part on a high labor job like an oil pump.
However, in order for my customers to be covered on the 36/36 warranty and for me to get the labor claims all parts would have to come from them (Advanced, CarQuest or Worldpac).
Merles has been good to me and I value that business relationship. I'm not ready to stop buying from them. However, the tech-net program offered by Advanced Auto Parts appears to be a better overall program than what they offer.
My local Advanced Auto Parts branch has given me excellent customer service so far, and is willing to price match. However, they don't always have the part available same day and rather than wait a day for them to bring it down from Phoenix I'd rather just purchase the part from Merles.
I saw in a different thread someone talking about Certified Auto Repair banner program offered through First Call. It claimed that the nationwide warranty is good no matter where you buy your parts because it's offered through Certified Auto Repair, not by Firstcall. However, that is a very old post and I'm not sure that information is still valid. Everything I've read on the program that is current seems to suggest you are expected to buy your parts from FirstCall.
One option is to join both banner programs and then continue buying my parts on a case by case basis from either Merles or Advanced whichever has the part available immediately at the best price (which is what I'm currently doing)
However, I'm not sure I can justify the cost of both programs annually for the overall benefits.
Another option is to go ahead and join Tech-Net because it's the better program, and roll the dice on Advance Auto Parts eventually being able to offer me the same level of service that Merles has offered me in the past.
The final option is to join the Auto Service Experts program that Merles offers. I'm not really happy with the severe limitations on their labor claims, but in every other way the program is competitive with Tech-Net.
Obviously, this is a decision my business partner and I will have to make, and I'm not asking anyone to tell me what I should do.
However, if there are other options I'm not aware of (like a true banner program that covers you no matter where you buy your parts) or if anyone has any other input or information on the two programs I'm discussing that I may not be aware of, I'd deeply appreciate it.
Thanks in advance.
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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 Joe Marconi
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By mikezat
Hi! I got a bunch of engine and cabin filters - leftovers from my store. What's the best way to get rid off the inventory? eBay sales are slow and not an option due to the time it takes to list a filter and due to expensive cost of shipping.
Many thanks in advance,
Mike
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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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