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I have thought about calling my local Mercedes dealership and thank them for treating customers so poorly... same for all of the other brands I work on. But if I did that they may catch on to their problems... so I vote no, system seems to be working just great.

 

As far as the maintenance programs offered with the new vehicles it may be good for us when these vehicles start malfunctioning and we see them, we know off the bat that these items need to be checked closely and use it as a tool to reinforce proper maintenance.

 

Young drivers, 30 and younger have grown up in the buy and throw away mentality, fortunatly for us we know they will either have to fix or buy new at some point, and as they age and find out money is precious they will start to see why it's important to maintain what they have. So I see $$$ and opportunity to keep educating and building a strong customer base. Sadly dad no longer seems to be changing the oil with daughter or son in the driveway, it's just take the credit card and drop it off at the dealership, so we should capitalize on the people that dont know how to do it and teach them what else needs to be done so they trust us to do it for them.

 

I have some customers who service their brand new european cars with me because they don't trust the dealership that sold it to them. This speaks volumes to the opportunities we have at hand and I don't see it getting better.

 

Hope it stayed on topic!

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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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