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Are there any AfterMarket Shop Owners in here?

TTP

By TTP
in Running The Shop

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Leon Martin Rookie

Leon Martin

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Joe,

..always create your features and benefits list and there are a huge amount of benefits waiting to happen if you can present the experience and the solution in one paragraph 

Leon Martin

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juanpablo4219 Contributor

juanpablo4219

Posted
Posted

Good Day Joe 

...We are a brake and front end shop.

I know what you are talking about. We don't do lifts for that reason.

We do leveling kits and considered the job as replacing Struts and it's base on the time plus some.

A lift kit leaves a lot of work with out been paid for.. 

I think is more of guess on the amount of work and hours combine. 

  • Like 1
  • 1 month later...
Jodie Newbie

Jodie

Posted
Posted

Perhaps have the vendors you use do the legwork for you.  That's an added benefit they can provide you, as a buyer.  I have a vendor that does just that...I can order parts online, see availability, and even check labor guides, interchanges, and fitment.  Because of that, it's my first place to shop.  Really where I get nearly everything, because it is consistent, and they have shown they take us seriously by providing us with tools to help the ordering process.  If I know part prices, associated labor, etc., it means many times I can make a decision on the fly.  We are a mom and pop and do straighforward stuff with some classics thrown in (and the occasional tractor dropped off in the lot).  It also helps in a small shop, if your front-end person is not necessarily a car guy (me).  By providing that info to the desk person, the wrench doesn't have to stop and weigh in on an estimate (increasing bottom line).  Just a thought...the information must be out there...ask and you just might receive, if they can see how it would cement a relationship with you!

Cheers

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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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