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t_j Newbie

t_j

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I've been in the military for ten years so I really can't apologize for the title if it offends you.

 

I have already picked some good info from this site and props to the creator and the mods because its easy enough to get around in here.

 

I was active duty Navy from 99-2005 and been in the reserves since. I started with UPS in 2005 and left in November 2009 to work for Target Distribution. Now that doesn't really have anything to do with an auto shop I know but I kinda married into it. My in-laws have been doing it for a long time and I got pulled into the start-up crunching numbers for them and guiding them through the process. So they told me to make an offer to handle the office and sales end of it and here we are....

 

Its a 2 bay garage on the corner of a fairly busy intersection. Its a little outdated but it will do. I have a good time dealing with the public and I look at challenges like "something to do". I can make my way around a garage but as far as being an automotive expert, I'm far from it but nobody really needs to know that LOL!

 

Thanks for the site and the chance to network and grow with a great bunch of professionals

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  • Have you checked out Joe's Latest Blog?

    • Joe Marconi
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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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