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Rust continues to plague cars in Northern states - time to sell rust proofing again?


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Good Morning Joe:) We have been offering rustproofing, with much success, for the past 8yrs www.CorrosionFree.com. The drip free gel will penetrate through the rusted surface to protect the metal underneath, and we do many vehicles from brand new. Does a great job on saving our client's vehicles!! Have a fun day!

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Joe, maybe to help the sales process you should document all the rust cars you see with high quality pictures. This way you can put together a bit of a visual demo for your customers. A nice way would be to put together a web page illustrating the damage rust can do and what the service can really do for their vehicle. I'm sure you could put it together in a matter of an hour if you had the pictures. Also if you use tablets as a visual aid, your SA's could easily click over to your webpage and show the dangers of rust then the features and benefits of the service.

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I will second Diane's comments. We have been using Corrosion Free for a year now. It's been a great product and a new revenue stream. Once we started using Auto Vitals for our electronic inspections, our customers began seeing pictures of the underside of their cars and asking us what could be done to help prevent the rust. It's a very easy sell once the customer has seen the extent of the rust under the car.

 

Frogfinder, yes more frequent under car washing also helps to slow down the rusting process. In NH in the middle of the winter, when it's 0 degrees, washing the vehicle is not ideal.

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  • 4 weeks later...

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  • Have you checked out Joe's Latest Blog?

         3 comments
      Got your attention? Good. The truth is, there is no such thing as the perfect technician pay plan. There are countless ways to create any pay plan. I’ve heard all the claims and opinions, and to be honest, it’s getting a little frustrating. Claims that an hourly paid pay plan cannot motivate. That flat rate is the only way to truly get the most production from your technicians. And then there’s the hybrid performance-based pay plan that many claim is the best.
      At a recent industry event, a shop owner from the Midwest boasted about his flat-rate techs and insisted that this pay plan should be adopted by all shops across the country. When I informed him that in states like New York, you cannot pay flat-rate, he was shocked. “Then how do you motivate your techs” he asked me.
      I remember the day in 1986 when I hired the best technician who ever worked for me in my 41 years as an automotive shop owner. We’ll call him Hal. When Hal reviewed my pay plan for him, and the incentive bonus document, he stared at it for a minute, looked up, and said, “Joe, this looks good, but here’s what I want.” He then wrote on top of the document the weekly salary he wanted. It was a BIG number. He went on to say, “Joe, I need to take home a certain amount of money. I have a home, a wife, two kids, and my Harly Davidson. I will work hard and produce for you. I don’t need an incentive bonus to do my work.” And he did, for the next 30 years, until the day he retired.
      Everyone is entitled to their opinion. So, here’s mine. Money is a motivator, but not the only motivator, and not the best motivator either. We have all heard this scenario, “She quit ABC Auto Center, to get a job at XYZ Auto Repair, and she’s making less money now at XYZ!” We all know that people don’t leave companies, they leave the people they work for or work with.
      With all this said, I do believe that an incentive-based pay plan can work. However, I also believe that a technician must be paid a very good base wage that is commensurate with their ability, experience, and certifications. I also believe that in addition to money, there needs to be a great benefits package. But the icing on the cake in any pay plan is the culture, mission, and vision of the company, which takes strong leadership. And let’s not forget that motivation also comes from praise, recognition, respect, and when technicians know that their work matters.
      Rather than looking for that elusive perfect pay plan, sit down with your technician. Find out what motivates them. What their goals are. Why do they get out of bed in the morning? When you tie their goals with your goals, you will have one powerful pay plan.
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