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Hello! I would like some other auto repair shop owners opinion regarding how to make estimates for services & repairs. We have in the past itemized our estimates for customers (how much the part is and how much the labor is). But we have soon noticed that once the customer sees the price of the part, they get frustrated. For example, front brake pads parts: $79.99, Labor : $85. They claim "I can get the same part from an auto parts store for $30 bucks." What are you thoughts and how do you handle the estimate making process? An opinions for customers who tend to negotiate with prices?

 

Thanks in advance for your thoughts and opinions!



Posted

That's wholesale price i tell them. With the higher price of the part's that we supply comes A Waranty, No Dust on your wheels, No Noise, no Brake Pulse and Shorter stopping distances. You may not be able to service them this time but encourage them for free brake system check to make sure the cheaper choice place put the vehicle back together right. I've had many take me up on that and it created good will or work for us.

Posted

I think shop owners around the country have this issue to varying degrees. We always try and do what others have mentioned here: Provide benefits, warranty, etc. and end with price. We also state that the cheapest brake pads are usually cheap for a reason and that we do not use those types of parts at our shop.

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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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