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Something to think about for your internal customers (employees)


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I figured I would share this and I don't believe it is covered enough in the shop owners circles and thats about leadership qualities and what it takes to lead.

 

In my shop I am trying to change the culture where all of my guys buy in. I preach team work and education. We invest a lot into our people and I am sure you guys do as well. Recently one of my Service Advisers just graduated Elite's Master Course which is a 6 month intensive service adviser / writer's course. The transformation I have seen from my guy is nothing short of amazing. It has been a group effort from management down to the technician in increasing our sales, adjusting our work flow policies and implementing all the crazy ideas I have. In passing his final exam I promised my service adviser I would take him out to an expensive steak dinner. After thinking long and hard about it I decided I was not doing the right thing. The other employees may see this as favoritism and as a "reward" which is not the intention of passing his course. Instead I made a decision to invite my whole staff to a dinner on us. In the invitation I took the time to acknowledge everyone for the good work they have been doing and that the reason why I wanted to invite everyone was not as a reward but as a celebration. We are a team and our successes and failures are shared as a group. I emphasis that everything they achieve in their professional and personal lives that make a positive impact are important to me and important to our company. Does it cost us money to invest in our team? Absolutely, this dinner alone is going to around $1000. Will it pay dividends in the future, for sure. It also feels really good to do for others.

 

I believe acknowledgement, appreciation and team building is sorely lacking in our industry. One of my goals is to make our company the best place to work in the industry. Take care of your employees and your employees will take care of your customers.

 

I am grateful for the amazing people I work with and I hope its an attitude that everyone strives to share.

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  • Have you checked out Joe's Latest Blog?

         5 comments
      I recently spoke with a friend of mine who owns a large general repair shop in the Midwest. His father founded the business in 1975. He was telling me that although he’s busy, he’s also very frustrated. When I probed him more about his frustrations, he said that it’s hard to find qualified technicians. My friend employs four technicians and is looking to hire two more. I then asked him, “How long does a technician last working for you.” He looked puzzled and replied, “I never really thought about that, but I can tell that except for one tech, most technicians don’t last working for me longer than a few years.”
      Judging from personal experience as a shop owner and from what I know about the auto repair industry, I can tell you that other than a few exceptions, the turnover rate for technicians in our industry is too high. This makes me think, do we have a technician shortage or a retention problem? Have we done the best we can over the decades to provide great pay plans, benefits packages, great work environments, and the right culture to ensure that the techs we have stay with us?
      Finding and hiring qualified automotive technicians is not a new phenomenon. This problem has been around for as long as I can remember. While we do need to attract people to our industry and provide the necessary training and mentorship, we also need to focus on retention. Having a revolving door and needing to hire techs every few years or so costs your company money. Big money! And that revolving door may be a sign of an even bigger issue: poor leadership, and poor employee management skills.
      Here’s one more thing to consider, for the most part, technicians don’t leave one job to start a new career, they leave one shop as a technician to become a technician at another shop. The reasons why they leave can be debated, but there is one fact that we cannot deny, people don’t quit the company they work for, they usually leave because of the boss or manager they work for.
      Put yourselves in the shoes of your employees. Do you have a workplace that communicates, “We appreciate you and want you to stay!”
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