Joe Marconi

Reading books is a passion on mine also. Cricket, however, that's another story. Growing up in the Bronx, New York, we didn't have much chance to play cricket. Thanks for sharing!

Welcome to the ASO! There is wealth of knowledge here, and so many great shop owners!

Can you donate them to a trade school or other organization? Maybe for a tax write off. Ask your accountant.

Wow! Your post can be used as a template for business owners to increase production, understand KPIs, employee management and creating the right work culture environment. In an age where so many shop owners are constantly looking for techs, perhaps we should find ways to RETAIN those we have. Would you say that in your situation, your culture adds to high retention?

You hit on one of the keys to success; Treat people well and big things will happen. Great feedback!

Two things you pointed I had the same experience. When hiring dealer techs, they were pleasantly shocked that they would be on flat rate, especially the older techs. And, you are right, since the mid 70s, when I started, there was always an issue with qualified techs.

Over my 41 years as an auto shop owner, I have hired and fired more people than I can remember. One challenge for me was hiring a technician that spent too much time work at a new car dealer. The culture is different, the focus is only on billed hours and many of them spent too much time on one car make. However, these days, are we limiting our pool by not considering all avenues to find techs. What's your opinion on hiring dealer techs? Pros and Cons.

If done right, a niche brand can be a destination shop, where people seek them out. Obviously the quality and brand reputation has to factor in too.

First, I applaud your honesty. I don't think there is a shop owner around that has not made a ton of mistakes. We reflect, hopefully learn and move on. I will take another point of view. My goal from the first day I opened my shop in 1980 was to purchase the land. I finally did in 1998. The property became a windfall years later when I sold my company (2 locations). I have to admit, though, that my first location was not the best, but as the business grew it did not impact my growth.

Do you have plan when a tech or service advisor is on vacation? Especially if you are busy with the phone ringing off the hook. How do maintain production?

Great point and great story. As you point out, it goes back to basics, take care of your customers, commit to doing the right thing, and everything else will fall into place.

Great points! The cost of tools today is much different than when I broke into the business in the 1970s. Any help from the company would also go a long way with employee retention.

I think many shop owners and techs assume that tech tools are covered. It is worth a conversation with a qualified insurance specialist to make sure everyone is covered properly.

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.

The cost of tools, the toolbox and all the specialty tools needed these days is overwhelming. It's also hard to determine at times, what is a shop tool and what belongs in the tech's toolbox. Some tool boxes cost in the 10s of thousands of dollars. Should the company either supply the tools, pay for the tools or in some way subsidize the expense of a technician's tools? Or is it up to the tech to continue to invest in his or her future?

55 years! Oh man. You should be proud! Question, with all those years in business, do you find that marketing to your existing customer base is a big part of your success?

I have a good friend of mine who is starting a repair shop, but his location is not good. In fact, he gets virtually no traffic. Now, I am not the biggest fan of Repair Pal, Open Bay and similar companies, But could these type companies help a start up, just to get cars coming to his shop?

I know exactly what you are describing. In my 41 years in business, I lived through many economic rollercoasters. You also make great points. I agree, we are in different times, and I don't know why some areas around the country are affected more than others. One thing I do know, doing all you can with the customers right in front of you every day is crucial for future success. Business is never easy, especially the auto repair business. Keep pushing, create the right culture in your shop, take care of each customer, and continue to market for new customers. Keep us posted and good luck.

I cannot speak for all shops and all insurance policies, but many garage keeper's policies do not cover technician's tools. It might worth a call or meet with your insurance rep to discuss this. I am not an insurance agent, but I was shocked a few years back when I found this out, and had to modify my insurance coverage.

As a business coach (former shop owner) I see that many areas around the country are having a slow down in business. However, a lot can be done. Focus on your existing customers. Make sure that all deferred and declined work is followed up and reminders sent out. Regarding your advertising, local is always better. Just don't cut your advertising too much. Perhaps the most important factor is to have a positive open mindset. Look for ways to improve, discuss with your team. Don't sit on your hands and say nothing can be done. With the right approach, things will improve. Good luck!

Agree, Linc. Years back, for general repair shops, it was a lot easier. Today, it is so much more complex. To assure we are achieving our profit margins on labor, shops need to have multitier labor rates.

When speaking to shop owners, it still appears that many are still looking to hire a qualified tech. It has gotten better, and I believe it's because most shop owners are more willing to create a better workplace and pay package. What are your top ways or thoughts on attracting and keeping auto techs?

Thanks for the info. I think you made the right decision.

Did you do wholesale work, work for other shops? And also for warranty companies. Were there different labor rates for these, and how did you maintain a decent profit margin?