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I would like to increase take rates in brake work at my shop. I've done coupon ads, both percentage-off and dollars-off and my service writers are also allowed to offer discretionary discounts at the podium if it makes the sale. However, this isnt moving the needle much.

 

I have been advised to try price point advertising aka per axle pricing to simplify the service review process. Now, to be clear, I have no intention of throwing out the $99 per axle offer with the small print disclaimer of "most vehicles" or "additonal parts not included". Im not sure what the number is, but certainly it would be a two, maybe three tiered offer, passenger and heavy duty and specialty (euros etc.). Of course there would be some obvious exclusions which would have to be carefully managed.

 

Has anyone moved from parts and labor pricing to per axle pricing succesfully?

 

Thanks!

  • 3 weeks later...
Posted (edited)

When people call and ask how much for a brake job, the answer is always "bring it in for a free estimate". We tried to package price brake jobs and it brought in too many price shoppers. However, if we do an oil change and notice the rotors are rusted we suggest a future appt. for brake work. They ask " how much " and I tell them it's normally around $250 per axle, (pretty close to the average in my area) that way they know what to budget for. I assume we can put pads & rotors on most cars and rebuild the calipers for about that so it seems to work. Recently we flat out refuse to do pad slaps, it costs us too much time explaining the fact of cheap = cheap.

Edited by alfredauto
  • 4 weeks later...

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  • Have you checked out Joe's Latest Blog?

         0 comments
      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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