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Chris Lawson discusses the Technician Attraction Blueprint, a strategy for automotive shops to attract and retain technicians by focusing on respect, growth, and money. Lawson's blueprint, derived from extensive industry questions, helps shop owners self-assess and troubleshoot hiring issues. If you're ready to transform your shop into a magnet for top talent and create an environment where technicians thrive, then you won't want to miss this! Chris Lawson, TechnicianFind.Com. Chris’ previous episodes HERE Show Notes

  • TechnicianFind.com: https://www.technicianfind.com/
  • Unlock the Power of Indeed Resume to Find Technicians Faster [AW 152]: https://remarkableresults.biz/remarkable-results-radio-podcast/aw152/
  • Finding Technicians Part 1- Chris Lawson [RR 803]: https://remarkableresults.biz/remarkable-results-radio-podcast/e803/
  • Finding Technicians Part 2 – Chris Lawson [RR 816]: https://remarkableresults.biz/remarkable-results-radio-podcast/e816/
  • Technician Attraction Blueprint: https://technicianattractionblueprint.com/
  • Challenges in finding technicians (00:02:39) Chris identifies four main challenges shop owners face in finding and retaining technicians.
  • Improving interviewing skills (00:06:46) Carm and Chris discuss the need for webinars on better interviewing skills for shop owners.
  • Three pillars of Technician Attraction Blueprint (00:08:13) Chris explains the three important areas - respect, growth, and money - that all communications need to cover to attract and retain technicians.
  • Benefits of Technician Attraction Blueprint (00:10:52) Chris details the benefits of using the technician attraction blueprint, including identifying strengths and addressing blind spots.
  • The Grind, Hobby, Hired Gun (00:16:58) Discussion on the repetitive nature of work and the concept of technician nirvana.
  • Growth and Loyalty (00:17:36) Exploring the intersection of respect, growth, and money and its impact on attracting and retaining talent.
  • Career Pathing and Personal Growth (00:18:34) The importance of offering career pathing and personal growth opportunities to employees, including financial and personal support.
  • Self-Assessment Tool (00:24:16) Discussion on the Technician Attraction Blueprint as a self-assessment tool for diagnosing hiring issues and improving talent acquisition.


Thanks to our Partner, NAPA Auto Care Learn more about NAPA Auto Care and the benefits of being part of the NAPA family by visiting https://www.napaonline.com/en/auto-care Connect with the Podcast: -Follow on Facebook: https://www.facebook.com/RemarkableResultsRadioPodcast/ -Subscribe on YouTube: https://www.youtube.com/carmcapriotto -Follow on LinkedIn: https://www.linkedin.com/in/carmcapriotto/ -Follow on Instagram: https://www.instagram.com/remarkableresultsradiopodcast/ -Follow on Twitter: https://twitter.com/RResultsBiz -Visit the Website: https://remarkableresults.biz/ -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   ARN-Website-Banner-July-2022-1200x400-1.png   Screenshot_340.png

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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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