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Long time lurker with a question. For those who pay under .5hr do you give additional time under another labor op for giving the vehicle a once over? 15-18 min in my opinion isn't enough unless you've got lot guys/helpers that are bringing the vehicle in and setting it up for the tech or you've got lube pits and even then you're probably losing out on potential sales.


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Posted (edited)

I pay my lube techs .5

 

Your lube techs are your money makers if you have then excellently trained. They do so many oil changes that if you train then well they can spot the winners and losers my giving the incoming cars a once over.

But if you don't train then, they will just rush over to get the car in and out.

 

So discipline then to do the job right and they will mine those cars in recommendations that will help you prosper in this business.

Edited by HarrytheCarGeek
a word
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Posted
3 hours ago, Ulfar said:

Long time lurker with a question. For those who pay under .5hr do you give additional time under another labor op for giving the vehicle a once over? 15-18 min in my opinion isn't enough unless you've got lot guys/helpers that are bringing the vehicle in and setting it up for the tech or you've got lube pits and even then you're probably losing out on potential sales.


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We also pay a commission on total ticket so it is really closer to .5 on a LOF plus commission on what they find if they replace it. A finders fee if it goes to a tech.

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Posted (edited)

.75 and I charge $55.00 which is just under .4 at our currently hourly rate.  Technician MUST perform a fairly comprehensive inspection and we don't have any lube techs.  Just 3 ASE Masters.  Oh, and when I'm on the phones it seems like about 75% of people say that is exactly what they are looking for and the rest often hang up as the price is too high.  Guess which ones you would like to have for customers...  :-)

 

Edited by stvstbsvc
grammar
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  • 2 months later...
Posted
57 minutes ago, Framingham Auto Service said:

Thanks for all the previous replies.

When it comes to charging the customers, do you charge your regular labor rate or do you have a Lube rate? 

Do you try to compete on Oil Changes, what are your thoughts?

Thanks.

We've gone over my program in depth in other threads, but the readers digest version is that I pay .3, don't pay the techs for the inspection, do an oil change on 67.7% of all vehicles we see, carry a 425 ARO and don't exclude anything, and I don't just compete on oil changes I absolutely spank everyone on the oil change price.

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Posted

We're like Anderson, also explained in another thread. We charge a low oil change price, which includes digital MPI and battery test. We pay .4. My logic is that I want our customers coming to us, not going to the quick lube. We emphasize maintenance strongly as part of our marketing and branding. I've thought about raising our oil change prices, but the few extra GP dollars gained aren't worth it to me in the long run, I'd rather make sure I see our customers for all of their maintenance.

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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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