Quantcast
Jump to content


Recommended Posts

Posted

I newer to managing an auto shop i opened the one we are in on Jan 18 of this year. About two weeks ago i was contacted by the local Air Force Base to make a bid to take over their car care center. It is a two bay shop that currently only does tires, batteries and the occansional oil change. I've met with the technician they curently employ he can only manage three sets of tires installed in a day. monthly sales average $21,000 and he is three weeks behind. They are projecting sales at $55,000 a month and was wondering how realistic that is out of 2 bay shop. My other problem is the bid consists of a promised percentage of total sales. my question is can anyone assist me on how to figure out what that percentage should be. their will be no building cost, it has 2 lifts, 2 tire machines, 2 balancers, 2 coolant flush machines and some smaller pieces, they cover all utilities except for communication lines(phone, internet, fax). They cover all of the marketing and there is no competetion on base short of the hobby shop.

 

My background is ASE master tech and factory certified in Audi/Volkswagen Land Rover, Hyundai, GM, Ferrari, and Saturn.

Other than running my current location for the last 11 months i have no business training and very little knowledge of this side of things. To do this contract i would to need to go from 2 Employees to a total of 7 or 8. (the AFB wants us to be open 6 days A week 60 hours total)

 

I found this website about a month and a half ago and have put a lot of knowledge found into play. Last month after doing so was first month to show any profit and have actually caught up completely from rest of the years losses.



Posted

First of all, Welcome to AutoShopOwner.com.

 

I really don't have an easy answer for you. Working for the Air Force Base will mean you will be getting paid by the Government and having to place a bid always makes me a little uneasy. I think there is an opportunity; I just don't know what type of work and who you will work for. As far as $55,000 for a 2-bay shop, that can be attained, but it take some doing with high productivity. How many techs will you need? You said they are only doing tires, batteries and oil changes. Is there a chance to do more work? Work that is more profitable?

 

This will not be your business, but will get paid a percentage of the sales? Maybe you should figure out an hourly rate for yourself and calculate what that would be in percentage. In other words, if you want to make $25.00 per hour per each tech, that would be the money you would need. I am new to this too and just trying to brainstorm an idea.

 

Who sets the prices and who will be your customers. Maybe we need more information to get a better understand. One more thing, you would give up your business to do this?

Thank you for answering let me try to answer question as they were asked

 

This would basically be a second location for me my business. But they get set percentage for providing building and some equipment. Example i

contemplating giving them 5% gross sales.

 

I will be in charge of what services we provide and at what prices, except i have to be between 5% and 10% below area average . Example if firestone has ac service for 79.95 i have to be 10% below that.

Lof services have to be 5% below area average.

 

Now tires are an area of concern for me they control what i can charge for those and how much to mount and balance.

 

I;m thinking between 4 and 6 employees for this location based on hourly pay and them mandating being open 60 hours a week 2 service writers and between 2 and 4 techs for rotation and not to over work them.

 

I do have a industry standard of 14.43 per hour minimum wage to pay techs and must provide paid vacations and 3.59 hour toward health and welfare which i'm assuming is health benifits

 

I hope this clears some up, because its just a little overwhelming for me by myself

Posted

As a second location, it looks a little more promising. I am concerned about the pricing, but if it is managed well, you can use this has an additional income stream. Because it's another location, any profit is a plus. You will need someone to manage it or you will need to bounce back and forth between locations, which can be an issue.

 

How far are the locations from each other?

 

Is it possible to speak to anyone who has done this in the past?

 

You mentioned that the facility has 2 bay and 2 lifts, and you would want that many employees? Is it because of the amount of hours and days required?

Can you clarify the amount of bays, the size of the facility and the amount of lifts? Does is have alignment equipment?

 

I have two facilities, a 4-bay and a 6-bay. Both are opened 6 days, 56 hours

 

In my 4 bay shop we have 3 techs (rotational) and 2 advisors. One advisor also doubles as the manager. Our car counts for this shop is 110 to 125 per week, and we do brakes, preventive maintenance, axles, tires, steering, suspension, LOF's, alignments. This shop does not do any large repair work.

 

This is why I want to make sure of the number of lifts and bays, this will determine the potential and then we can figure the manpower needed.

It is two Bays two lifts maybe 35' X 35' total shop area no rack and truthfully i'm nervous because of how small it is. But there is a store room that is probably 15X 20 for storage of inventory tires, parts, etc...

 

So basically it would be like your 4 bay but without alignments. the base is located about 5 miles from my current location.

 

Currently my business now is about 50% wholesale I do Warranty work and getting cars ready for 5 car lots. which is what i only had in mind when i started my current location. But i quickly found out it is WAY more profitable doing retail. my current location doesn't even have an office. just a desk in the corner of the shop and no lifts. We average between 35 and 50 cars a month. Average monthly income is between 13,000 and 20,000 So going fully retail would be a newer experiance for me so i greatly appreciate all of the help.

Posted

the afb would be 100% retail.

i'm currently working on marketing to increase retail customers at my current location. at the moment i've been subleting my alignments to another shop that only does alignments.

also joe if you have time would you send me some additional info on ELITE

Create an account or sign in to comment

You need to be a member in order to leave a comment

Create an account

Sign up for a new account in our community. It's easy!

Register a new account

Sign in

Already have an account? Sign in here.

Sign In Now
  • Available Subscriptions

  • 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.
  • Similar Topics

    • By nptrb

      Premium Member Content 

      This content is hidden to guests, one of the benefits of a paid membership. Please login or register to view this content.

    • By carmcapriotto
      Ready to kick off the year with a marketing plan that keeps your bays full? Join Brian Walker and Caroline Legrand as they dive into easy, actionable strategies to help auto repair shops plan their marketing month-by-month. From practical ways to align your campaigns with community events to leveraging fun, nationally recognized days, you’ll learn how to make your marketing engaging and impactful.
      Discover fresh ideas for social media, event hosting, and campaigns that’ll keep your shop top-of-mind all year. Whether it’s winter car care, “new year, new car” resolutions, or creative customer appreciation ideas, this episode is packed with ways to turn small efforts into big wins.
      Don’t let January sneak up on you—start planning now!
      Tune in to get the tools you need to make 2024 your best marketing year yet.
      Thank you to RepairPal for sponsoring The Auto Repair Marketing Podcast. Learn more about RepairPal at https://repairpal.com/shops


      Are you ready to convert clients to members? App fueled specializes in creating custom apps tailored specifically for auto repair businesses. Build client loyalty. Get started today with your own customer loyalty app. Visit Appfueled.com


      Lagniappe (Books, Links, Other Podcasts, etc)


      How To Get In Touch With the Guest


      Show Notes with Timestamps


      How To Get In Touch
      Group - Auto Repair Marketing Mastermind
      Website - shopmarketingpros.com 
      Facebook - facebook.com/shopmarketingpros 
      Get the Book - shopmarketingpros.com/book
      Instagram - @shopmarketingpros 
      Questions/Ideas - [email protected]
      Click to go to the Podcast on Remarkable Results Radio
    • By Changing The Industry
      Achieve Your Shop Goals With The Power of Intentional Planning #podcast #autorepairbusiness
    • By carmcapriotto
      The Weekly Blitz is brought to you by our friends over at Shop Marketing Pros. If you want to take your shop to the next level, you need great marketing. Shop Marketing Pros does top-tier marketing for top-tier shops.
      Click here to learn more about Top Tier Marketing by Shop Marketing Pros and schedule a demo:https://shopmarketingpros.com/chris/
      Check out their podcast here: https://autorepairmarketing.captivate.fm/


      If you would like to join their private Facebook group go here: https://www.facebook.com/groups/autorepairmarketingmastermind


      In this episode of The Weekly Blitz, Coach Chris Cotton from Auto Fix Auto Shop Coaching delves into the increasingly prevalent issue of "ghosting" within the auto repair industry's hiring process. Ghosting, a term that describes the sudden cessation of communication by either job applicants or businesses without any prior explanation, has become a significant challenge for both parties involved.
      Coach Chris begins by examining the underlying reasons for this trend. On the applicant's side, factors such as receiving multiple job offers, feeling overwhelmed by the job search process, or simply deciding that a particular position is not the right fit can lead to ghosting. From the business perspective, a lack of structured follow-up processes, being inundated with applications, or changes in hiring needs can result in businesses inadvertently ghosting candidates.
      The impact of ghosting is profound, affecting both job seekers and business owners. For job seekers, being ghosted by potential employers can lead to feelings of frustration, confusion, and a lack of closure, which can be demoralizing and impact their confidence in the job market. For business owners, ghosting by candidates can disrupt hiring timelines, lead to wasted resources, and create gaps in staffing that affect operations.
      To address these challenges, Coach Chris offers several strategies aimed at mitigating the occurrence of ghosting. He emphasizes the importance of clear communication throughout the hiring process. This includes setting expectations from the outset, providing timely updates to candidates, and being transparent about the hiring timeline and decision-making process.
      Furthermore, Coach Chris highlights the role of empathy in improving hiring practices. By understanding the pressures and challenges faced by job seekers, businesses can tailor their communication and engagement strategies to be more supportive and considerate. This approach not only reduces the likelihood of ghosting but also enhances the overall candidate experience.


      The episode concludes with practical tips for auto repair shop owners to refine their recruitment processes. These include implementing structured follow-up procedures, utilizing technology to manage applications efficiently, and fostering a company culture that values open and honest communication. By adopting these strategies, auto repair shops can improve their hiring outcomes, reduce the frustration caused by ghosting, and build stronger, more reliable teams.


      The Rise of Ghosting (00:01:05)
      Discussion on the troubling trend of ghosting in the hiring process and its impacts.
      Why Ghosting is Increasing (00:02:16)
      Exploration of the reasons behind the rise of ghosting, including job market dynamics.
      Employee Perspective on Ghosting (00:03:16)
      Insights into why job seekers ghost employers, including feeling undervalued and overwhelmed.
      Business Owner Perspective on Ghosting (00:05:41)
      Challenges business owners face when candidates ghost them, including time and financial losses.
      The Importance of Communication (00:08:03)
      Emphasis on the need for better communication and transparency in the hiring process.
      Impact on Business Reputation (00:09:00)
      How consistent ghosting can negatively affect a business's reputation and public image.
      Strategies to Reduce Ghosting (00:09:30)
      Suggestions for both parties to improve communication and reduce ghosting occurrences.
      Creating a Welcoming Interview Process (00:10:05)
      Advice on how to create a respectful and engaging interview environment for candidates.
      Follow Through After Interviews (00:11:05)
      Importance of following through with candidates to maintain professionalism and opportunities.
      Conclusion and Acknowledgments (00:12:03)
      Wrap-up of the episode, encouragement for listeners, and thanks to the sponsor.


      Connect with Chris:
      [email protected]
      Phone: 940.400.1008
      www.autoshopcoaching.com
      Facebook: https://www.facebook.com/
      AutoFixAutoShopCoachingYoutube: https://bit.ly/3ClX0ae


      #autofixautoshopcoaching #autofixbeautofixing #autoshopprofits #autoshopprofit #autoshopprofitsfirst #autoshopleadership #autoshopmanagement #autorepairshopcoaching #autorepairshopconsulting #autorepairshoptraining #autorepairshop #autorepair #serviceadvisor #serviceadvisorefficiency #autorepairshopmarketing #theweeklyblitz #autofix #shopmarketingpros #autofixautoshopcoachingbook
      Click to go to the Podcast on Remarkable Results Radio
    • By JustTheBest

      Premium Member Content 

      This content is hidden to guests, one of the benefits of a paid membership. Please login or register to view this content.



  • Our Sponsors

×
×
  • Create New...