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So it seems I keep running into this same conversation (especially with company vehicles) and I'm wondering if it frustrates anyone else. I'll lay out an example of a real conversation.

 

cust: My van doesn't run right, it has no power.

me (after I scan it): There are a dozen codes stored in the vehicle, how long has the check engine light been on?

cust: A year or so

me: Well since so many sensors and parts have failed its going to be $950 to fix everything

cust: WOW WHY SO MUCH?

me: Because you have negleted the vehicle for over a year, if you would have brought it in when the light first came on we could have fixed the issues that caused more issues

cust: I just never have time

me: ...............okie dokie

 

 

And as you all know it can be a nightmare to troubleshoot a misfire when you have 7 codes that can directly cause the misfire. And the best is when some customers just want the misfire fixed and don't care about the codes and when you replace the first part and it doesn't fix the misfire they get all bent out of shape like it's my fault.

 

Charles

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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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