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There’s nothing better than catching up with an industry friend at TST’s Big Event! Dive into the blueprint of Kevin Eckler’s second location, and his transparency of learning a valuable lesson of full commitment to his employees. He explains words are just words until actions are put into place. You’ll also hear from his newest employee that was an intern at his shop. 

Kevin Eckler, Foreign Car Specialists, Poughkeepsie, NY. Listen to Kevin’s previous episodes HERE.

Key Talking Points

  • Kevin joined a local advisory board after listening to previous podcasts about it- is the evening adult education instructor, ages 18-58, learning how to ‘fix my car’ and developed into exposing the opportunity to join the automotive industry
  • “What you breathe into someone, is what they can become”
  •  Passion is contagious
  • The second location will have a training area- 7 miles away from the first shop
  • Hardest things to learn- not knowing everything and accepting and saying thank you to compliments
  • Are you looking at the other shops in your area as competition? Everyone is on the same team
  • Trust- little things will end up being big things, never say something without fully intending to do it, make it a priority
  • Words are words until actions are put in place
  • Intern turned full-time employee- William’s senior year at his high school required an internship

 

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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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