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When a mistake is different from being wrong

Joe Marconi
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stowintegrity Enthusiast

stowintegrity

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We recently added another mechanic to a veteran team, and as it's been more than a year since we needed to hire anyone, I forgot about the patience it takes to get a new employee acclimated to our processes. New team members who are experienced are sometimes more difficult to train than those without that experience, as they bring bad habits with them

 

The process is taxing to say the least, and it's ben a stark reminder to all the rest of us that we've been working together so long, we've begun to take for granted that everyone uses the same language, and applies the steps of our process the same. The new guy (who's personable, and knows quite a bit about cars) has been a real sport, as it seems like we've had to stop him in his tracks pretty often to course-correct.

 

Pop Quiz: How many times should you have to tell someone something before you can expect them to perform their task the way it's supposed to be done?

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    • Joe Marconi
      The Toolbox is Last to Leave, First is the Heart
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      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.

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