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How often do you have an outside perspective on your business to offer improvement ideas? What about 35 outside perspectives? Last month Brian Weeks hosted a team of shop owners from his peer group, from around the country, to dig deep into his business. Keep listening to find out what helpful tips and insights they offered and what they learned from each other.

 

Brian Weeks, ATC Auto Center, Augusta, GA. Listen to Brian's previous episodes HERE

Craig Noel, Sun Automotive, Springfield, OR. Listen to Craig's previous episodes HERE

Gary Pontious Jr, Toledo Auto Care, Toledo, OH. Listen to Gary's previous episodes HERE

Brett Beachler, Beachler's Vehicle Care & Repair, Peoria, IL. Listen to Brett's previous episodes HERE

Key Talking Points

  • A few months prior to the meeting Brian opened his books to a small “Advanced Team” (marketing, processes, culture, ROs)
  • “Advanced Team” observed for a full day. The second day is implementation and meetings with everyone involved. People are assigned ‘tasks’ (facility, management system etc). 
  • Accountability groups for areas that need to be focused on- continual process based on needs
  • Coming to help, not to make you feel bad
  • Shows the opportunity
  • Don't think you are on an island and doing a good job- build the bridges and have your iron sharpened with the help of others
  • Your competitor is the person that is better than you
  • Family culture is a testament to Brian’s leadership
  • The networking during the dinners, lunches, breaks is just as important as the meetings
  • The exposure of your weaknesses/opportunities of your leadership/procedures. Then your ability to grow from it.
  • Always walk away learning something

 

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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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