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After almost a month of electrical problems and inspections issues we are scheduled for the final inspections on Monday. If all goes well, next week will be our big move with the Grand Opening scheduled for Dec 4. This is going to be a long week but one I have been looking forward to for years.

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Congratulations! It will be a lot of work but it was also be the beginning of a new adventure. By the way I do not know if I have ever said this before but I think you have a really good website. It is better than most of the sites I see although I would like to see more information about you.

 

 

Thanks :) The website is actually hosted by http://www.turnkeyautoshop.com/ and Kirk does a great job. I am planning to add more information over the next few weeks about me and more on the shop as soon as I have more inside the building. We are looking forward to the upgrade and more space and the opportunity to be able to push the business much more.

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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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