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Used it a bunch of times myself. Doesn't really seem to help much for my area. You need to really make sure that you show up at the top of the search for your area, not only on google but bing, yahoo and such. You would do better to make sure you have some good customers place reviews on the google places page. Make sure your business has the google place page with the correct information.

Posted

Used it a bunch of times myself. Doesn't really seem to help much for my area. You need to really make sure that you show up at the top of the search for your area, not only on google but bing, yahoo and such. You would do better to make sure you have some good customers place reviews on the google places page. Make sure your business has the google place page with the correct information.

Thank you for taking the time to respond.

We have a google place page and we rank fairly high on the first page, but the way Google changed there search engine and with smart phones depending where you are, the closest one shows first, with ad words I understand you show up on the paid listings on the right side of the page ranked by content and not location.

But you are spot on about the reveiws, I will work harder on that.

 

Thanks again

Larry

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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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