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Handwriting Accountability?


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This is a hard one to answer.

I would first have a couple of questions:

 

1. Was this handwriting or printing?

2. Was it definitely a different language? (my comments are assuming it is English, just very sloppy)

3. Does the tech have an underlying medical condition that prevents him from keeping his hand steady during certain tasks?

 

I disagree with your statement about his schooling. You would have no way of knowing how hard he tried in school. I have been involved in Auto shops for over 25 years and I've seen handwriting and printing of all degrees of neatness and from people both young and old. I personally have to print everything. It's still not the neatest but is is readable. If I used my handwriting, a pharmacist couldn't decipher it. But as an employee I would probably not offer up my reason for sloppy handwriting...which just so happens to be a nervous system issue. I take pride in the work I do.....I'm concerned with quality no speed. So the handwriting may have no bearing on the work.

 

I think you should take the time to coach the employee, on proper techniques for how you want the repair orders filled out. If that means he prints instead of writes, than so be it.

 

If he wrote it in a different language, than you have the write to reuire him to be able to read and write in English.

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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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