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Posted

The 2014 report just came out ... saw it on R+W (image below). Did not expect to see MINI coming in so low, at the very bottom. Land Rover never ceases to amaze me at the sheer price per vehicle and the terrible reliability.

 

post-1198-0-43806200-1392322225_thumb.jpg



Posted

I personally believe land rover has more issues per vehicle because they have more systems and equipment than most and thier owners are more likely to bring it in for every small thing.

 

I personally would give a kidney for a new super charges sport. Offers out there...

Posted

I personally believe land rover has more issues per vehicle because they have more systems and equipment than most and thier owners are more likely to bring it in for every small thing.

 

I personally would give a kidney for a new super charges sport. Offers out there...

5 of the top 10 makes were luxury brands, all with plenty of extra systems and equipment (not to mention, Land Rover has consistently been at the bottom for the past few years)... HAHA I gotta side with Wes on this one, either they need to seriously upgrade the owners manual and invest heavily in salesman training, or work on putting out a better product... Interesting none the less

Posted (edited)

Still my favorite car under 100k.

 

Wife has a Mini(could not sell her on any other car, any). We won't keep it once factory warranty runs out.

Edited by mccannable

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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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