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How to Have a Four Day Work Week with Eric Henley [RR 627]

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How to Have a Four Day Work Week with Eric Henley [RR 627]

Eric Henley, owner of H-Teck Auto Care in Gray, TN, is 4th generation of mechanical repair. He received an associate's degree in Auto Service Technology and spent over 15 years at a Honda dealership. Eric started H-Teck Auto Care in 2006 with just him, his dad and his wife. Going on over 15 years in business he now has a 6 bay shop.

  • 4 generations in the automotive industryGrandfather was a blacksmith and father used to bring home cars to be fixed up. Eric grew up fixing bicycles, lawnmowers and cars. 
  • Received an associates degree in Auto Service Technology
  • Spent 15 years in dealerships- income can go down as skill level goes up (more skilled jobs often wouldn’t pay as much)
  • Hiring new techniciansUses Indeed and Facebook Marketplace but the best results come from word of mouth and referrals from existing employees
  • Current prospect is 21 year old Skills USA graduate 
  • Current tenured technicians - 15 years, 11 years, 3 years
  • Food Friday’sEither grill or go out to eat every Friday- have employee meeting over a meal
  • All employees and Eric discuss any issues, improvements, ideas, areas needed for training, or tools needed. Open dialogue and non-formal
  • Eric gives his employees the opportunity for responsibilities in the business- currently working on updating SOP’s with more DVI usage
  • Shop is open 5 days a week with weekends offEric is in the shop 4 days a week because he trusts his employees- they are good people able to follow the SOP’s in place and make day to day decisions
  • Employees will know if you don’t trust them- creates “neediness” for everything 
  • Gives his employees monthly expenditures they can use for customers in need
  • Spends extra time in the community and with his family
  • He is very involved in his employee's lives and is flexible with work schedules based on their family schedules
  • What makes a great service advisor?Excellent people skills and communication skills- enjoy talking to people
  • Can think quickly on their feet, a warm personality, patient and good listener
  • Similar to a good waitress/waiter- there when you need them, listen to what you need, then go on to the next table. 
  • Both of Eric’s service advisors are in ongoing training
  • Best service advisor trainers- previous service advisor, or previous technician with good people skills, or having parts experience
  • TrainingRequires minimum 30 hours per year of training 
  • Utilized online training a lot last year during COVID shutdowns
  • RRR 588 with Jim Fleischman and Matt Manzone- Dealership tech now works for an independent

How to Have a Four Day Work Week with Eric Henley [RR 627]

  • Thanks to Eric Henley 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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NAPA Autotech Training helps your technicians keep their skills sharp and their NAPA Know How up to date. It’s the highest quality technical training that covers almost every vehicle system and every make and model. NAPA Autotech is presented by experienced instructors who are ASE master certified technicians. Even after a class is over, techs can access course information online with ClassPass. So when questions come up later they can get the answers. AutoCare Center owners who have taken advantage of Autotech Training say that well-trained technicians are helping to increase their shop’s repair capability and raise bay productivity. That results in fewer comebacks, more satisfied shop customers, and reduced technician turnover.

Learn more about NAPA AutoCare and the benefits of being part of the NAPA family by visiting www.NAPAAutoCare.com.

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  • Have you checked out Joe's Latest Blog?

    • Joe Marconi
      The Toolbox is Last to Leave, First is the Heart
      By Joe Marconi in Joe's 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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