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Trish Serratore is the Senior Vice President of  Communication at ASE

She works closely with all of the organizations within the ASE Industry/Education initiative, which also includes ASE and the Automotive Training Managers Council (ATMC), to help provide the qualified automotive professionals the industry needs today and tomorrow. Links to Trish’s episodes HERE.

Jeff Peevy, AMAM, is the President of Automotive Management Institute (AMI). Jeff’s previous episodes HERE.

Jeff Peevy Email:  [email protected]

AMI web site HERE.

AMI FaceBook Page HERE.

Approved podcast episodes available for AMi credit. Listen to Learn Then Take the Quiz and Earn Credit Toward Your Professional Designation HERE

 

Key Talking Points:

  • AMi and ASE credentials are important because the individual wants to verify their knowledge and experience on the subject
  • ASE 47 Year Anniversary-June 16th
    • One of the most mature credentials in any industry
  • The Future of ASE: A new way to maintain certification without going to a test center using a smart device
  • If we don’t use ASE credentialling we may lose it.
  • Tests are assumptions that you’ve learned and can apply
  • Credentials- more important than ever, prove to customers and your shop owner you know what you’re doing
  • A strong learning culture of successful businesses learn and share knowledge. They get most out of equipment, have fewer turnover employees and have an empowerment rich environment
    • Sustainability and being competitive starts and end with the ability to learn
    • Shops that included those expectations in job descriptions when looking for new hires found a better pool of individuals- more educated and eager to learn    
    • Increase retention by investing in employees
    • Employers should never apologize for sending employees to training  
  • AMi has a powerful Learning Management System
    • There are 3,600 active students earning their professional designation
    • Doing post-assessment to earn credit
  • ASE is working on an ADAS test

Resources:

  • Thanks to Trish Serratore and Jeff Peevy for their contribution to the aftermarket’s premier podcast.
  • Link to the ‘BOOKS‘ page highlighting all books discussed in the podcast library HERE. Leaders are readers.
  • Leave me an honest review on iTunes. Your ratings and reviews really help and I read each one of them.

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Be socially involved and in touch with the show:
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Subscribe to a mobile listening app HERE.

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NAPA AutoCare’s PROimage program makes it easy for you to make the most of the NAPA brand. A PROimage upgrade lets you maintain your shop’s identity as a reliable, locally-owned business while letting your customers and potential customers know you’re partnering with NAPA, the most recognized and trusted name in the automotive aftermarket. AutoCare Centers that have completed a PROimage exterior upgrade NAPA-AutoCare-Logo-Vert-A.gifenjoy an average 23 percent sales increase during the first year. You can also choose to go PROimage on the interior and transform your customer waiting area from merely utilitarian to warm and welcoming. You can even get a free look by visting www.NAPAAutoCare.com and clicking on the NAPA PROimage link under the NAPA PROimage tab. Of course, the AutoCare site is also the place to go to find out about all the advantages being part of the NAPA family has to offer.

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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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