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Ever wondered what makes a leader truly great? Joe Marconi discusses the value of being approachable. Connecting with your employees on a personal level, asking about their life outside work, genuinely caring – it all contributes to a positive work environment. Remember, leadership is a constant learning process. Let's nurture empathy, be open to self-reflection and keep the balance between old school values and new school flexibility.

Joe Marconi, Executive Council Member, Elite WorldwideAuto Shop Owner. Joe’s Episodes HERE.

Show Notes:

  • Don't Expect Your Employees to Leave Their Problems at Home (00:04:11) Discussion on the importance of understanding and empathizing with employees' personal problems and how it can affect their work performance.
  • Approachability and Building Relationships (00:08:38) Importance of getting to know employees on a personal level and being approachable as a leader.
  • Leadership and Empathy (00:09:30) Learning to have empathy and be a sounding board for employees, and the importance of self-reflection as a leader.
  • Blending Old School with New School (00:12:05) The need to blend old school values, such as punctuality and accountability, with new school flexibility.
  • Honesty and Integrity (00:16:09) Discussion on the importance of honesty, integrity, and ethics in leadership and business culture.
  • Leadership and Responsibility (00:17:05) Exploration of the role of leadership in setting an example and taking responsibility for oneself and the team.
  • Redefining A-Rated Technicians (00:18:49) Conversation about the need to redefine the qualifications and specializations for A-rated technicians in the modern automotive industry.
  • Retention and Career Path (00:24:18) Discussion on the importance of retention and providing a clear career path for employees.
  • Selling Your Business (00:28:11) Advice on preparing a business for sale and the importance of having everything in place.
  • Four Day Work Week (00:30:40) Discussion on the four day work week and its suitability for different businesses.
  • Considering the ability of employees to handle responsibilities in the owner's absence (00:33:09) Joe discusses the importance of having capable employees who can effectively manage the business when the owner is not present.

Thanks to our Partner, Dorman Products. Dorman gives people greater freedom to fix vehicles by constantly developing new repair solutions that put owners and technicians first. Take the Dorman Virtual Tour at www.DormanProducts.com/Tour

Connect with the Podcast:

-Join our Insider List: https://remarkableresults.biz/insider

-All books mentioned on our podcasts: https://remarkableresults.biz/books

-Our Classroom page for personal or team learning: https://remarkableresults.biz/classroom

-Buy Me a Coffee: https://www.buymeacoffee.com/carm

-The Aftermarket Radio Network: https://aftermarketradionetwork.com

-Special episode collections: https://remarkableresults.biz/collections

 

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Click to go to the Podcast on Remarkable Results Radio



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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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