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ASOG Podcast Ep 14 - Finally Finding & Fixing Your Problem w/ Jim Cokonis, Sr Curriculum Developer at Carquest Technical Institute


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In this episode, David & Lucas are joined by Jim Cokonis a Senior Curriculum Developer at Carquest Technical Institute.

They discuss some of the principles behind six sigma and the Toyota way. These are methodologies that allow you to dissect problems at hand, find solutions using the talent of those around you, as well as ensure that there is continuous improvement to prevent future issues.

These principles can be applied to everything from diagnosing a vehicle to diagnosing your own business.

If you're going to listen to the bonus content of only one episode, this is the one. Just head over to http://asog.site and click on the “become a patron now” button. 

All proceeds go to funding ASOG a 501c3 educational charity. So, your contribution is tax-deductible. Becoming an all-access Patron is only $6 a month. 

Support the show (https://www.patreon.com/AutoShopOwnersGroup)

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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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