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The Panel:

Dean Bailey, President of King’s Auto Service, Inc started working on go-carts, cars and lawn mowers around 11 years old. He started working at a family owned shop at age 16, Pipers Automotive after school. He began night school at Wake Technical Institute after work in the Automotive Program about 1977. Around 1981, he left Pipers after learning a lot of hands on that help apply the theory from Wake Tech. At this time, he started working for King’s Auto Service, Inc. His great Uncle, Linwood King started the business in 1946 after returning from the Pacific in WWII . He bought the business from a cousin, Delmer King in 1991. They are the oldest independent shop in Raleigh. Dean is an ASE Master Tech L3.

Doug Rogers who is the owner of Autohaus Import Service got in the industry in 1978 because he needed a trade that didn’t involve working outside, or working with his feet off the ground. He worked 25 years as a tech in a dealership, before opening his shop in 2003, at age 48.

Key Talking Points:

  • Don’t use the technician shortage as an excuse.
  • Start looking for one.
  • Don’t be a run of the mill shop. That is a draw to a potential employee to want to work at a stop shop.
  • Your business culture will help attract the right type of team member.
  • Look for people from the IT industry.
    • Techs of tomorrow must be able to diagnose complex problems.
  • Dean found an IT person and implemented a grow your own tech program
  • The business culture creating a team is critical to a business.
    • Learn to put yourself as CEO at the bottom of the pyramid and support your team.
  • The CEO sets the attitude of every day.
    • Fix any problem you see from your team that is out of the ordinary.
  • Stop micromanaging. Let your people make mistakes.
  • Doug wasn’t happy with his results so he knew he had to change.
    • He has a great group of keepers
  • Becoming a stronger leader was the key for these shop owners
    • Joined 20 group
    • Pushed for improved culture
    • Learned to fix ‘me’. Then everything flows in the right way. You’re never too old.
  • Embrace autonomous cars and get them to your shop for repairs.
    • A new business model will transform.
  • Having a niche will be important in the future.

Resources Mentioned:

  • Thanks to Dean Bailey and Doug Rogers 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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This episode is brought to you by Federal-MogulEpisode-Logo-Sponsored-By-v1-300x93.pngMotorparts and Garage Gurus. With brands like Moog, Felpro, Wagner Brake, Champion, Sealed Power, FP Diesel and more, they’re the parts techs trust.  For serious technical training and support – online, onsite and on-demand – Garage Gurus is everything you need to know. Find out more at fmmotorparts.com  and fmgaragegurus.com

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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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      Lagniappe (Books, Links, Other Podcasts, etc)
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      https://www.nationaldaycalendar.com/ 
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      Show Notes with Timestamps
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      How To Get In Touch
      Group - Auto Repair Marketing Mastermind
      Website - shopmarketingpros.com 
      Facebook - facebook.com/shopmarketingpros 
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      Questions/Ideas - [email protected] 
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    • By Joe Marconi

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