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Posted

I keep trying to get my shop listed higher on google along with paid ads and the cost just seems to go up and up, how much is the average shop spending to get the listings on the front page and on top?

Posted

We pay $800 a month for a company to keep us near the top plus the other things they do and nothing for Google or yelp. Paying Google $8 a click didn't seem to work for us. When we paid for Yelp it seemed to do better. 

Posted

@steve fox I took a quick peak at your website and I can tell you that your wordpress theme hasn't been updated in a while and I would suggest adding some SEO plugins and a little work on optimizing the content. For instance, your site was built using WordPress 3.4.2 which was released September 2012. The platform is currently at version 4.8.2. I see a lot of outdated wordpress themes that were built and never updated. Your page titles and content need to be optimized as well. Update your site and optimize it, and you should be able to crawl up the search rankings.. 😁

Posted

I claimed our Google business page and manage it myself. I also claimed our pages on Yahoo, Bing, Foursquare and Yelp. The smaller search engines take their information from these ones so it took a lot of time and determination but it was better than the hundreds of dollars we were paying someone else for nothing in return. I keep our information current and change the pictures once in awhile. We also got a new responsive website. We come up on the top of Google searches now and have been getting a lot of new customers.

Posted

We use kukui for our webpage and listing. Not cheap, but they do a great job. As far as adwords, we spend about $400/month

  • 2 weeks later...
Posted

I'm spending $675 for someone to manage Adwords and $1200-1400 a month to Google for Adwords clicks. Our CPC is in the mid $5. I'm wondering how much we need this because we come up at the top of the listings organically in a couple top categories. It's a tough call because the Adwords gets us at the top in categories we don't rank well in, and I hate to drop the top categories because that's where we get the most response. I still need to grow car count to pay for the extra service advisor and tech I hired in May so I'm not yet willing to back off.

This is a very open subject for me going forward.

  • 1 month later...
Posted

I was paying 500 a month for adwords and getting calls for everything but people looking for me. I realized my adwords were set to broad form match. Changed this to phrase match and now I pay much less for only relevant calls and clicks.

  • 1 month later...
Posted

$500/month is the sweet spot for us on adwords express. We are in a low competition area, and that level keeps us plenty busy. I ran 6 catchy ads with $500 budget each for a couple months. The phone rang non stop, but more than 50% time wasters and wrong number calls looking for other shops so I cut back. 

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  • Have you checked out Joe's Latest 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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