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Travis Guy co-owner of Yourba Linda Auto Service in Placentia, CA.

Key Talking Points:

  • Both Travis and his brother Tim worked in hospitality business before joining family business- their dad never pressured them to come work for himStarted as bellman/front door at hotel at age 16, at 18 was valet
  • Went to job fair and started working for Disney- learned valuable customer service skills (using whole hand when gesturing or directing customers instead of 1 finger, answering phone within 3 rings, smiling at customers and while using phone and behind mask)
  • Travis, brother, mother and father all have ownership of business- grew up with very close family, family always comes first 
  • Dad- overseer, behind the scenes bookkeeping tasks 
  • Travis and brother run day to day operations of shop- Travis is “face” of company in front of shop, Tim is expert at the parts and directs back of shop
  • Hired new technician from CraigslistPut money into ads on Indeed and Facebook- had same applications come through that weren’t the right fit for the business 
  • ASCCA membershipTravis has become more involved in industry- more to industry than just his shop
  • Camaraderie- more comfortable in business and in association 
  • “Don’t need to have gray hair to be in ASCCA”
  • Self inflicting wounds industry wideDeserve to get paid for your knowledge and the services you offer
  • Technicians deserve to get paid what they’re worth 
  • Be the change- top technician at Travis’ shop earns 6 figure income. Labor rate increased $50 when he came on board
  • Handling price shoppers- “We’re not the cheapest. We will never be the cheapest. We are the best value.”
  • Instead of being in competition with other shops consider supporting each other- joining networks and associations, share information, learn from each other and all be successful  
  • Family employees and customers- what drives Travis to get up every morningFamily- helping family, working toward goals
  • Employees- proud to keep them employed so they can support themselves and their family 
  • Customers- they rely on shop and most importantly, they trust them

Resources:

  • Thanks to Travis Guy for his contribution to the aftermarket’s premier podcast.
  • Link to the ‘BOOKS‘ page highlighting all books discussed in the podcast library HERE. Leaders are readers.
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This episode is brought to you by AAPEX, the Automotive Aftermarket Products Expo. AAPEX represents the $740 billion global automotive aftermarket industry and has everything you need to stay ahead of the curve.  The Virtual AAPEX Experience 2020 is in the record books. Virtual AAPEX lived up to presenting leading-technical and business management training from some of the industry’s best and brightest. Now set your sights on the homecoming in Las Vegas in 2021. Mark your calendar now … November 2-4, 2021, AAPEX // Now more than ever.

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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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