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Posted

Hello all,

 

I would like some input from other automotive repair shops in regards to alignment procedures. When a customer requests an alignment how do you handle it? Do you ask questions such as "is it veering/pulling/shaking, how are the tires,etc? or have them fill out a questionaire of what their primary complaint is.

Would it be a good idead to test drive the vehicle before and after an alignment?

 

Do you also do a suspension/steering inspection prior to the alignment? If you were to find something wrong, ie tie rods bad do you charge for a diagnostic or just proceed with the alignment and make the necessary recommendation service notes?

 

Any input would be much appreciated it as we are trying to expand our business with alignment services.

 

Thank you and happy holidays!

 

Posted

I think folks do not get up one morning and think..."hey I need to get the car aligned!" The real reason must be discovered with an analytical mind and open ended questions. Like Joe said, ya gotta be a good detective. Years ago a customer told me he was 100% sure he needed an alignment on his Fairmont. I asked why, and he told me the same thing, he needed an alignment. Being a newbie store manager and not wanting to upset this guy, we did his alignment. He was back in less then an hour and said the damn car was still shaking at 70 MPH! Well I personally balanced his tires and that solved his problem. I learned a valuable lesson that day. Get them to tell you why they are in your shop asking for an alignment. Once you know the problem, solve it for them and make them feel good about it.

Posted

All great info in this thread. I will share this personal experience on my daughters 2007 Acura TL. I purchased new tires and did the recommended alignment no problem as I wanted to keep the tire wear to a minimum even though I knew that the 16 year old driving this car will curb check the heck out of it. I watched the tech and I was pleased with the time spent on checking it out. They recommended a couple items and we ended up doing camber kits in the back and replacing the compliance bushings in the front. After all of this the tech performed the adjustments and went to reset the steering angle sensor with their newer Hunter Machine. The tech ran into an issue, after he did the relearn the dash was lit up with lights, ABS, Brake, Check Engine, and as few more. Long story short their tool would not perform the relearn. Luckily with the right tool this is about a 5 min fix.

 

I bring this up because 1) You should be selling a steering angle reset diagnostic fee, and 2) You need to be aware that to really perform the service right then having a quality scan tool to perform this is now a reality.

 

Out of curiosity, how many shops here are performing this relearn and charging for it? If you are have you had any issues like what I described? We find that a lot of shops don't do it for a whole list of reasons. Don't let those excuses keep you from doing it right.

 

Merry Christmas everyone, hope you all have a relaxing and enjoyable holiday season.

 

Thanks

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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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