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Posted

I've been tossing this around for years and I'm very close to pulling the trigger. It'd be something like for an additional 20% the repair will have a 2 year warranty and for 30% we'll do a 3 year warranty on parts and labor. I've always taken care of customers after the 1 year warranty anyway so this could be a good way to recoup that and a great marketing tool.

 

Thoughts?

Posted (edited)

I've been tossing this around for years and I'm very close to pulling the trigger. It'd be something like for an additional 20% the repair will have a 2 year warranty and for 30% we'll do a 3 year warranty on parts and labor. I've always taken care of customers after the 1 year warranty anyway so this could be a good way to recoup that and a great marketing tool.

 

Thoughts?

 

Do you keep track of your comebacks, warranty claims? That will help you determine your pricing. There are tax issues to be worked out as well, if you are on the hook for an additional 24 to 36 months I would talk to a CPA about how to mark that extra revenue.

Edited by HarrytheCarGeek
Posted (edited)

Why are you not partnered with a vendor that will offer a 2/24 nationwide warranty? NAPA, Pronto, Worldpac, FMP etc.. Some will do a 3/36.

Edited by kars
  • Like 1
Posted (edited)

We use world pacs 3/36 package. I tell al my vendora if they cant guarantee the part for three years i can not use them. They all agree to do it. I make sure to hit 60 percent or more gross profit. We stay busy and profitable.

Edited by Handson
Posted

Agreed with joining a banner program to get the nationwide warranty. I'm on the express car care center program now which is basically the same as the napa program. In house it's not worth losing a customer over a defective part down the line so we stand behind our parts for at least 2/24. I quote all jobs with the best parts I can get. If a guy wants cheap and can't be persuaded to make a better choice he gets 12/12 warranty and I hold him to it. When a person buys oe stuff I expect it to last years.

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  • Have you checked out Joe's Latest Blog?

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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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