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The MACS (Mobile Air Conditioning Society convention was held in Orlando Florida this year. Big turn out as always. Each year I'm asked to write for their magazine (ACtion) and this year was no exception.

 

My coverage this year was on the heavy duty (Semi and RV) and Mining equipment section. I have a very strict word limit each year and this one was a toughy. 8 Instructors, 8 hours of classes and a 1200 word limit. Believe me, 1200 words goes fast. So I really...REALLY...had to nip this one down a lot.

 

Here's the link to the unedited version on my website. Read it and I sure would like to hear some feed back if you think there is enough "overview" of the subject lines in the article. (Friggin hard to put it all in... geez...these editors can make it tough on a guy)

http://www.gonzostoolbox.com/KnowledgeFolder/MACS2013.html

Posted

I had to hold the article to no more than 1200 words. Had to really cut it down. I had a 6 hour wait at the airport so I did the whole thing sitting in the terminal. First time I tried to concentrate on an article with all that commotion going on.

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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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