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You know I am passionate and committed to education. You’re going to love this episode recorded live at vision 2022 with 4 educators. You need to know what is going on.

Chris Hadfield, Executive Director, Minnesota State Transportation Center of Excellence

Jared Monroe, Automotive Technology Instructor, Columbia Area Career Center

Richard Cox, Automotive Technology Instructor, North Central Kansas Technical College

Bill Lieb, Automotive Technology Instructor, Fort Osage School District

Key Talking Points

  • You can help out besides donating money- growing only happens when you have a solid program, you need members to join
  • You can’t build a house online, you can’t fix a car online only- you need hands-on face to face training 
  • COVID 19- learning how to adapt and train virtually, hybrid training has improved in-person training and revamping how to connect with students. Supporting students besides the training. Also opened dialogue between teachers at different school levels. 
  • Trends- video pre-recording lectures to rewatch, reduce the amount of time of lecture to increase lab time
  • Finding more instructors- difficulties with part-time hours available, you need to find the people that want to give back. Can be difficult when someone hasn’t taught before. Battling the phrase “those that can’t do, teach.”
  • Variance rules for Credentials- hired on a limited basis, being passionate to teach, and hired with terms
  • You can still make a difference being a mentor in your business
  • Integrated high school with first-year college students- promotion within students talking about their experiences with friends in school
  • How can you help- get involved in schools (you don’t need to be an owner to go to schools, you can be a service advisor/tech etc), join advisory meetings

 

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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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