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My niece owns a dog grooming shop, her rules were no discounts, period to family or friends. If you want me to work I get paid. I thought that a smart way to operate, so I made a zero discount to family or friends. Employees got cost plus 10% on parts, 25% off labor done by anyone other than themselves. 

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I give discounts to my dad, otherwise the rest of my family gets treated like everyone else. I will make exceptions once in a while but it's just so much easier to treat everyone the same and not do this favoritism thing. Same with my fellow church people, I charge them normal prices. If you are proud of what you do and honest, why would you give discounts. Whenever I hear of someone giving discounts then I often question their honesty because it looks like their normal prices are too high. Just my $.02

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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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