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Great points for sure. I take pride in being quality shop for both my customers and my people working for me. No flat rate here at all, very good hourly pay and bonus's payed monthly as a team. I take pride in not selling things not needed right away like brakes at 20% life and just let the customer know they will be needing brakes in the next 6-12 months or so and we will keep and eye on them at oil changes etc. One of the things I learned long ago was how you treat a comeback or warranty problem, that gets top priority over anything right away! Get it back in the shop right away over any other work etc that is here or waiting to be worked on. Fixing a comeback or warranty instantly as we can gives more good word of mouth then anything else it seems. My guys know how I work and they all look out for customers for us too, pay them very good and they know it. Heck if we even get all the work done for the day I let them go home and pay them for the whole day. 

 

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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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