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  • 2 months later...
Posted

I realize this post was from several months ago, but...... We own a shop, have two techs. Neither are capable to run the front counter or do estimates. Here's the question, with business being down, how would my business make more money if I am paying someone to run the desk instead of me?

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Posted
You may not make any more money in your case. And, techs should not run the front counter. I think you running the office is a good thing. The only issue I have is that as the owner you have to work on growing the business. And that means having free time to work on the numbers, advertising, etc.

 

It's not easy with two techs. I don't know how big your shop is. Is there room to grow?

 

Unfortunately, the town we're in is flooded with repair shops, at least 9 shops for a town of 6000. Plus this is a bedroom community, with no loyalty. I do take time for advertising, and a good bookkeeper helps too. I have become an amazing juggler, you should see my hat collection. Thanks for the reply.

  • 2 months later...
Posted
Tough situation. I guess you need to find your unique competitve advantage.

 

We all wear too many hats. I would like to compare collections.

Joe all of the advice you give sounds like that simanar I went to.(management success)

Posted
Wow, I will take that as a compliment

Joe I am going to go through the program.I got on this site looking for something just like management susses.I have got a lot of really great ideas from all of you.I will keep you all ap to date.(I start the program 1-11-10 it is a 6 month program).Wish me luck!!!

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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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