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Have to agree with ya Joe, listening is a very important part of diagnosing. I tend to correct them when they say things like, "I have a shortage in my car." When what they really meant to say is, "I have a battery drain." For those "listening" occurences at the front counter I want to make sure that both of us are thinking on the same lines well before I get the car in the shop.

 

Too many times the lack of info becomes the issue in the repair. Other times it's too much information. Once I start to investigate a problem I generally can put their story together in an orderly pattern. That's when I go back and ask them something like, "So... when do you install the radio? Or, "Have you been hauling your lawnmower in the trunk? Sure looks like that is what caused the brake light wires to short rather than what you told me about your Uncle borrowing the car."

 

Yep, listening is the best way... it can be entertaining and informative at the same time. Gotta love it... it's part of our job. :D

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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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