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Posted

Mike can you give us an update on the SMS you integrate with. This thread is kinda old and I'm curious to know who else your company is working with.

 

Regards,

Dan

 

Hey Dan,

 

We currently integrate with the following shop management software:

 

  • Mitchell 1
  • ShopKey
  • R.O. Writer
  • NAPA TRACS
  • ALLDATA

*We also have TCS, Tasco, MaxxTraxx, Omnique and more in the works as well. I'll keep you posted as we release them.

Posted

Mitchells scheduler is not the only thing that drives us crazy. Tech support has not always been seamless and quick books integrator has given us numerous time wasting sessions on the phone solving issues, they have actually told us we should log out of the program half way through the day and log back in to clear memory out, of course that's not always able to be done. The use of the RO write up is not very self explanatory in that I have hired service writers that have used other systems and they struggle with completing all the write up correctly, there are too many hidden fields. For example why is the most important charge - labor rate hidden? There system is OK if you only have 1 hourly rate but many shops have a variable rate depending on the car line, there is no way to change this in Mitchell with out remembering to go to the obscure button ( type) and select the correct rate. What happens is the service writer forgets to look at the type/rate and bills the job out at default whether its a Honda or Mercedes or a Rolls. It would seem to me Mitchell could have a rate list that is set according to car make so the writer did not have to decide what rate to charge.

 

I could go on with issues we have but Mitchell is what we use and we have gotten use to it so its hard to change now but I feel like they never get into the shops and see how it is being used and the issues that are overlooked.

Dave

Posted

Mitchells scheduler is not the only thing that drives us crazy. Tech support has not always been seamless and quick books integrator has given us numerous time wasting sessions on the phone solving issues, they have actually told us we should log out of the program half way through the day and log back in to clear memory out, of course that's not always able to be done. The use of the RO write up is not very self explanatory in that I have hired service writers that have used other systems and they struggle with completing all the write up correctly, there are too many hidden fields. For example why is the most important charge - labor rate hidden? There system is OK if you only have 1 hourly rate but many shops have a variable rate depending on the car line, there is no way to change this in Mitchell with out remembering to go to the obscure button ( type) and select the correct rate. What happens is the service writer forgets to look at the type/rate and bills the job out at default whether its a Honda or Mercedes or a Rolls. It would seem to me Mitchell could have a rate list that is set according to car make so the writer did not have to decide what rate to charge.

 

I could go on with issues we have but Mitchell is what we use and we have gotten use to it so its hard to change now but I feel like they never get into the shops and see how it is being used and the issues that are overlooked.

Dave

 

I haven't had much of a problem navigating through it. I suppose there is a learning curve but there is a learning curve with every shop management software.

  • 7 months later...
Posted

2. Look under the hood on the software you're buying.

I'm pretty much stunned over and over to see shops running proudly on databases that Microsoft abandoned 20 years ago. That's nothing to brag about. Today's state of the art is three tier architecture using .net Framework on SQL Server. Anything else is like comparing a wagon wheel with an iron rim to a Michelin tire.

 

I can't stress this point enough and I hope some software companies listen. I worked in software development for ten years before moving back to the family business. We are working with cars that have network technology developed after most management platforms. Almost everything you can get in this industry that is not cloud based is built on database software that was developed 15-20 years ago and has been deprecated or unsupported for nearly a decade.

 

That brings me to cloud based services, none that I have found understand what the term "mission critical" means. How can you expect to run your entire business off an entirely web based product with no local app or data cache. This means that if you have one of these products and you loose Internet connectivity or have any other network issue (tablet goes out of range) the software does not work and is inaccessible. I can't shut down my business because Verizon has problems with their DSL network. Not a risk that is worth taking and any software company that is developing a management platform should fully understand this. Technology to work around this problem has been around for 20+ years, they should learn about it.

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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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