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Is your service advisor stressed? Do you have a full lot of vehicles to repair but have technicians standing around? I’ve been asking shop owners if an estimator role in the business is an important hire. I got an ear full in this Academy Webinar on how the metrics work and the role and responsibilities to consider hiring an estimator or parts specialist in your growing busy shop. All three shop owners on my panel have this role in their shops. 

 

John Bridgwater, Doral’s Auto Repair, San Leandro, CA. Listen to John's previous episodes HERE Mike Davidson, Parkway Automotive, Little Rock, AR. You can reach Mike at [email protected]    Listen to Mike’s other episodes HERE.

John Long, Total True Automotive, Shertz Auto Service, Schertz, TX. Listen to John’s previous episodes HERE.

Key Talking Points

  • How do you keep your tech in the bay and the service advisor on the phone and talking with customers?
  • Outside calls for appointments and estimates take the most time for service advisors 
  • Estimating requires someone that is meticulous and good with the paperwork side of things
  • Estimator- technical knowledge and computer skills, can step into advisor role during vacation times
  • The consistency of having a dedicated estimator makes things much smoother both for the shop and for the client.
  • Allows the service advisors more time with customers and focused on the cars in the shop
  • Technicians are the most on board with estimators, consider the estimator to be a “Parts Specialist”
  • Outside calls for appointments and estimates take the most time for service advisors 
  • The estimator doesn’t have to be on sight at the business- can be a remote position
  • Link for Mike Davidson's Leadership Collection Episodes HERE

 

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More Time. More Profit. Shop-Ware Shop Management getshopware.com

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See how Broadly can help YOU grow your auto shop. getbroadly.com/chat

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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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