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If anyone else has an issue with the limited notes field please tell them. If they receive enough complaints they will fix this. PLEASE help by contacting Mitchell at Toll Free 888.724.6742

 

Here is my issue:

 

I believe I got this idea from this forum somewhere. I like to be able to say the words "No Cost" over the phone to a customer with an issue. So I offer a free initial diagnostic. This is when my tech will spend 1 to 10 minutes looking at the customer's concern. Once the tech does this task he comes back to the Service Writer with a request for the proper diagnostic time. The Service Writer then sells the required time for diagnostics. The problem is Mitchell limits the note field and we can not add the proper lines and spaces needed. My work order for the tech should look like this:

 

Customer concerns:




Step by Step - What have you tested and what are the results of the tests?:




What will happen if the customer doesn’t repair this problem?:





Potential other problems once this is repaired?:




What will fix it?:



Parts list:





Estimated time to repair:

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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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