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Don't dwell on the past-Push now to reach your goal

Joe Marconi
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tirengolf Collaborator

tirengolf

Posted
Posted

Joe thus has been a tough year and I have had to deal with a lot of employee issues.

xrac, I had employee issue's as well and even after 40 years doing this , I do not know how to handle all of them, as you can tell by some of my post. Glad we can share info. I have implemented some of you guys ideas in the very short time I have been a member of this website. I think the stars are lining up with my shop. I really think the next 10 years will be very very good. Hope yours and everyone else's does as well. David

  • Like 1
alfredauto Experienced

alfredauto

Posted
Posted

Employee issues cause me more stress than everything else combined. I solved the problem my way. I have one tech, that's it. I run the counter, my guy does the work. He does a good job and has been with me since I opened. When it gets really busy I wrench too and customers talk to me in the shop. My tech also can run the counter. It means we get backed up a week or more sometimes but its really better for me. Net profit with one employee is higher than with 5. If he quits I'll be a one man show before I babysit another group of good enough workers.

 

Don't get me wrong, I'm going to start recruiting andesauto's way with IQ tests to hopefully find some qualified staff. Until then no more handouts my heart can't take it.

  • Like 2
carolinahigear Collaborator

carolinahigear

Posted
Posted

I've also decided that if someone is interested in coming to work at my shop, then they will take an IQ test, a Suitability for Task test, and a Personality test. We all have a hard time getting qualified employees, so let's make sure that they ARE qualified.

  • Like 2

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  • Have you checked out Joe's Latest Blog?

    • Joe Marconi
      The Toolbox is Last to Leave, First is the Heart
      By Joe Marconi in Joe's Blog
         0 comments
      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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