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Posted

Has anyone tried Early Bird Specials? If so, how was the outcome and what exactly did you advertise for?

 

We are very slow in the mornings. The guys are walking around with nothing to do (shop has already been cleaned, trashed out, inventory stocked,etc). We are thinking of running some specials to take advantage of this down/slow time.

 

 

Thank you in advance for your thoughts and opinions.

Posted

I would try to start utilizing a customer vehicle inspection form which will help you identify items for customers. The hope is this will generate work that can be scheduled.

Posted

Thanks for your input. Yes, we current offer both appointments and utilize a multi vehicle inspection report. The problem being we are slow in the mornings and pick up around noon time. And things just are too hectic over the weekend when customers have time to bring in their vehicles for repairs on a walk in basis.

 

We would like to keep our techs busy during the morning time but how can we get customers to come in during those hours? Offer a discounted price, shuttle service, etc?

 

Thanks for your thoughts and opinions.

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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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