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Employee Lateness Is Rampant These Days

Joe Marconi
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Mike the Mechanic Contributor

Mike the Mechanic

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My first boss was very Victorian in his employment practices. It was assholes and elbows at 8 am. It was the same at the end of the day. Last 15minutes you stopped and put your stuff away and grabbed a broom or mop.

That being said everyone in my operation is on time or early.......that is our culture. I have 3 employees that have different starting times as the have family needs to get kids to school. That time is scheduled and they are reliably there when they say the will be.

If someone is 2 hours late I am not worried about the $50 bucks he looses, I am cranked about the $400 lost opportunity. Most of my staff is flat rate and they are motivated and conscientious.

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    • Joe Marconi
      The Toolbox is Last to Leave, First is the Heart
      By Joe Marconi in Joe's 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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