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carolinahigear Collaborator

carolinahigear

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I have bought my last 3 lifts from Advance Auto Parts at a great price and received 12 months no interest financing. The payments show up on my regular statement and I pay one or more payments per month. It's great for cash flow. Just talk with your commercial manager and he may or may not involve the area sales manager to get it set up for you.

These lifts are the asymmetrical 10,000 lb. lifts manufactured by Champion and they're great!!

 

Hi-Gear

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Marksas Enthusiast

Marksas

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I've used NAPA for most of my purchases the last few years. We are our particular stores largest customer and they get the pricing right right. I usually shop a little and the tell them what I am looking for and they come back with great pricing. They offer me  no interest financing which I don't necessarily need since I just pay for stufff when I need it, but I use it because I can. Pretty much purchased all my equipment from them for my new shop. 

 

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    • Joe Marconi
      The Toolbox is Last to Leave, First is the Heart
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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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