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  • 2 weeks later...

Don't you feal that somtimes these manufactuers are simply selling the old 0 maintenance, buy a new car every 60K plan. I understand the improvemnts in fluid tech and engines, however "lifetime fill" seems a strech. I try to monitor fluid condition as well as possible and recomend as we feal fit. Most customers understand when we mention that, they and us have a vested intrest in them keeping thier car on the road as long as possible (the car company does not)

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For those of you who follow the manufaturers recommended service intervals how do you manage the information? We follow the OE service intervals for all later model cars (2000ish and newer) We recommend synthetic for all extended service interval cars that don't require it (over 5k intervals). We are looking for better ways to manage this information as its so model specific. We are also looking at better ways to help draw in new business by selling missed maintenance items. We're in the process of evaluating new shop management software and are looking for something with tools that will help us do this. How do you do it?

 

thanks

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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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