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Joe Marconi Joins Elite Worldwide as Business Development Coach


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I am pleased to announce that I will be working with Elite Worldwide as a business development coach helping shop owners reach their business goals and become more successful. I have known Bob Cooper for many years and have been a member of Elite Worldwide for more than a decade. I can tell you first hand, Elite Worldwide has been a driving force in taking my business to a higher level. To have the opportunity to help other shop owners will truly be an honor for me.

 

If you are interested in finding out more about how we can help your business become more profitable, please contact me; 845-628-7900 or email me at [email protected]

 

For additional information about Elite Worldwide go to Automotive Repair Shop Management by Elite

 

 

Congrats Joe, I think you'll do a fine job.

 

I recieved notice of this on my FB page from aftermarket news.com

 

It's a super achievement.... way to go!

Edited by Gonzo
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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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