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10 years ago, Jerry Holcom, one of the founders of Vision Hi-Tech Training Expo, self-diagnosed himself with Parkinson's. Learn how Jerry has lived with it and through it. This episode may hit home for you. The more you know the better. Let this episode be an inspiration to you.

Jerry Holcom, S & S Service, Kansas City, MO and Co-Founder of Vision and this year Co-chairman and Past President of MWACA. Listen to Jerry's previous episodes HERE

Key Talking Points

  • 30-year Anniversary for Vision- saw the need for technician/manager training for an entire shop to come. Formed a Management Peer Group in 1992. Needed $10,000 upfront to book a venue, Jerry and Doug used their own money to start the event called ‘Vision 2000'
  • 10 years ago Jerry self-diagnosed with Parkinson's. Started noticing he was walking slow, customers asked if something was wrong, and his primary doctor didn’t know what was wrong. Noticed when he wrote his name in cursive would get smaller and smaller at the end, took a quiz in a magazine about Parkinson's. Continues to work in the shop which has helped his mobility. 
  • In the early 1980’s he started dabbling with integrating floppy discs and computers in his shop
  • Over 140 pages of scholarship submissions for Vision
  • Roughly 80% of attendees for Vision KC are from outside the area
  • “Vision is more than training”

 

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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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