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Posted

I have a Customer Information form that my customers fill out before we can work in their vehicle. The form includes simple questions such as name, address and phone numbers, with a detail brief description about our policies. A signature is required for us to work on their cars.

 

My problem starts when the vehicle enters the shop. I (receptionist) fill out the vehicle information such as, year, make, model, mileage, vin and license plates. My husband diagnoses the vehicle and gives the job to a mechanic. Everything is done verbally. I would like to generate a form of some sort where they (mechanics) can fill out for themselves. I believe that is more convenient for me for them to fill the vehicle information. The form should include the diagnostic, parts that need to be order, notes and recommendations. That way they would just come in hand me the form and I can order parts needed. I think it would also help me to be aware as to what they did, and is wrong with a customers car. That way I can explain or give a little detail to customer about what was done.

 

We are currently using a Employee Work Order form that I have created on Microsoft work. Im not sure this form is working for what I have intended it for.

 

Any advice will help.

 

What else should the form include? What outline could I use for my employees to understand it?

 

Thank you

Zulma

 

 

 



Posted

Definitely look in to getting a shop management system. It will save you time and money. You will be able to upload that pricing matrix and as soon as you enter a parts cost, it automatically calculates what to sell it for. Among a TON of other features.

Posted

I personally have used Alldata and TABS AutoBiz. Currently use TABS and once you pay for it, you own it. However, I have seen Alldata change their pricing structure from when I used to have it. It actually would cost me the exact same to have Alldata Online (labor guide) and the Alldata's shop management system. I know many others use Mitchell as well as RO Writer. Take a look and most companies will offer a demo. That way you can play with it and find one you like.

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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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