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Are You Affiliated with a Nationwide Program? If so, Why?

Joe Marconi
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bantar Community Regular

bantar

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We use the Pronto Warranty Program. 2yr/24000 miles. It was $420 annually last year and $600 this year.   We have it for my "peace of mind" should someone be traveling and break down.   I'd rather know that they had coverage than worry to death.  

I've been on the receiving end and they paid full boat.   I've had a customer use the program and it only covered the failed part and labor, but of course, the customer didn't use the warranty.   They paid, and I had to submit for reimbursement for them.   Didn't cover the entire bill as there was a secondary problem uncovered, but related to the part failure.    So, I'm a little less confident in them, but the warranty covers the installed parts as it should.

This warranty covers me regardless of where I buy parts, subject to the exclusions of things like rebuilt motors and others.   So, I'm not required to buy from any specific vendor.    We handout a tri-fold warranty card with each invoice.   We don't promote it with signage, but do promote a Nationwide Warranty during check in or out as needed.

They also offer affiliate programs for other vendors, such as AVI on Demand, Enterprise Rental, etc.

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  • Have you checked out Joe's Latest Blog?

    • Joe Marconi
      The Toolbox is Last to Leave, First is the Heart
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      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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