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Can someone please drop me a standard disciplinary form they use with their employees to help keep a paper trial? I've been open for six month and I am on the way to firing my first guy. He has messed up too many cars by not paying attention and I can't afford to keep him on any longer. You can email it to me @ integrityjack @ gmail. I thought this business ownership thing was supposed to be all fun??!!?? ; P

Thanks in advance for the help.

Posted (edited)

Jack, I just emailed you one. I spent a solid two days making an employee handbook, so if you need a form / template, I've probably got it. XRac also helped me out a ton with his handbook.

 

Edit P.S. sorry to hear about your guy.

Edited by Wes Daniel
  • 9 months later...
  • 2 months later...
Posted

Anytime you are dealing with human resources issues, it's a slippery slope. You might want to consider professional help. I got SESCO to give me some advice on my Employee Handbook and it's still a work in progress. A good one has a LOT of "legalese" in it that you probably wouldn't come up with on your own. SESCO is a preferred provider with ATI and Virginia Automotive Association, so I can call them and get a free consult anytime I have HR questions. They will write your handbook for you for a fee.

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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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