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Shop management systems that incorporate the RO with the incoming phones calls, the equipment in the shop, and long distance (remote) diagnostics is really something that I think will be the future.

 

The guy doing the video doesn't appear to like he's really a tech. More like a suit and tie playing the part. LOL... We still have to get techs with their hands on the vehicles in order to make the repairs. I watch my interns using wrenches and screwdrivers... they fumble around and around trying to turn a bolt or a screw..... but put a scanner in their hands... amazing... they pick that up quickly. (to many years of playing video games...)

 

Need to keep in mind, cars are fixed with tools and hands.... but... today's techs have to know both the shop management side and the mechanical apptitude side of auto repairs.

 

just a thought

 

Go to this link and let me know what you think, it's a bit long, but well worth it.

 

http://www.aftermarket.org/tomorrow

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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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