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Anyone who uses all data manage online has seen the new "recommended jobs" which is associated with canned jobs. I'm curious how canned/pre-priced jobs effect your margins. For instance, we primarily work on pickups so my concern would be if I price a brake job for a 3500 Dodge it would leave the canned price to high for smaller vehicles. This does seem like a nice way to speed up the write up, I'd like hear how everyone else does this.

 

 

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We use Mitchell but the canned jobs are the same. We only use it for alignments, diagnosis, oil change, and inspections. I do use it for brakes but modify the prices to suit the vehicle. It saves time typing the same thing over and over "clean, inspect, and lubricate caliper slide pins with premium synthetic brake lubricant.,," the same with the other canned jobs it just saves a lot of typing.

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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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