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Myshopmanager

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clarkspcc Newbie

clarkspcc

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I have been using myshopmanager since the started. It is an amazing program. Easy to use. Great customer service and support. My favorite feature is the customer follow up text. My customers rave about it we have seen tremendous results. I have used multiple CRM's and so far this has been the easiest to use and had the best proven results.

clarkspcc Newbie

clarkspcc

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Posted

I am not sure of the top of my head the monthly fee. But the total cost depends on what all you do. I do text messaging, emails, and direct mail. They charge by the piece depending what it is. I know I am doing a lot more marketing and spending the same as or less than I was with demandforce. The best thing would be call and talk to Josh. (727)565-1806 He is one of the owners. He would be able to answer all your questions.

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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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