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I was called by ATI West about a profits and dreams seminar. Can anyone tell me if this is worth the time and money to attend. I went to a Management success seminar years ago, All they did is try to sign you up for there 10,000$ consulting program. I do not want to wast a weekend to find out ati is the same.

Its also on my 10th wedding anniversary. Thanks any input will help

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  • 2 years later...

I've been to ATI's seminar. It was a fairly decent afternoon. Covered the following:

  • How to setup a good webpage, Google Plus Page, Facebook Page, Yelp Page, etc etc.
  • How to price parts markup correctly
  • How to breakdown your business' P&L sheet
  • How to add a Shop Supplies charge to all your PO's
  • Sales pitch at the end followed by them visiting each shop individually over the next few days.

I'm subscribed to their newsletters by email ... great information for free. The seminar was also free and in my city, so I just drove over there for the 4hr presentation.

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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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