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Did you know that 70% of change initiatives with new programs/systems will fail due to a lack of leadership commitment?  I want to focus on mentor/mentee and apprenticeship programs, which are most critical to our industry’s survival.  You can lose your way without processes, procedures, and accountability to mold your apprentice into your shop. Too much talk and not enough action is the breakdown.  Luckily for you, my guest, Marc Brune, has a program focused on helping businesses develop entry-level technician mentoring programs with the tech shortage in mind.  Marc Brune, Business Development Manager, mentormentee.com  Key Talking Points

  • 3 key people- manager, mentor, mentee
  • People are looking for a plan and someone to help along the path
  • Preparing for business before entry-level candidate comes on board- do you have the right culture for a positive mentor-mentee atmosphere? Who will be the best person to step in (manager) and mentor (can multitask)
  • Mentor- teaches not only automotive but also speaks the culture of the shop 
  • Mentoring vs. teaching- teaching is 1-way street, and mentoring is a 2-way street
  • Assessment- 15 different categories, ranked in order of importance
  • Educate- set expectations for each role
  • Execution- have mentee and plan
  • Plan- having a repeatable plan 
  • Online course specific for each role- 3 hours each
  • Facilitating growth- offers ASE task lists used in ASE accredited program
  • Soft skills- customers are a part of your business
  • Setting goals- mentor and mentee can set specific goals with dates and be able to adjust  
  • Recruit- “the important things are never urgent, and the urgent things are never important.” Have the recruiting mindset.   
  • Execute- daily on the job training plan for mentees and track progress
  • Analyze and reward- get the data flowing on how the mentor/mentee progressing. Build incentives for growth with both mentor/mentee. Don’t let your mentors go red in their pay.
  • mentormentee.com 


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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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