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In my mail yesterday I had a welcome surprise, my certificates of completion from the Wix's eLearning online courses and tests. They came in frames and look really nice. They will be going up somewhere in the office. I encourage every technician and counterman to take these courses

It is very “old school” and reminds me of a time when training was an important aspect of selling parts to technicians. I wish more automotive aftermarket manufacturers would do this.
Wix has done a really nice job with the online courses and you will learn something. Most of all, you will never again underestimate the complexity or importance of oil and air filters.
The product sales pitch is there for certain Wix specific features like spiral-wound center tubes and silicone anti-drainback valves, but it is only a small percentage of the total content. Overall, the content of the course was top notch.
These tests are a great prep for the ASE A1 test and can help you answer questions about PCV systems, oil flow and air induction systems.

Click here to go to the Wix eLearning website

 

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  • Have you checked out Joe's Latest Blog?

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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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