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While the second one involves real people who your customers can relate to as opposed to the cartoon characters I think it’s too technical or ‘smart’ for the customer to really care. I also like the first one.

 

But remember, the ONLY person who gets a vote is your customer. What is important or attractive to other shop owners is not necessarily what will connect with your customers. I would try to develop a focus group of your customers. You know the people who know you, trust you and who responded to your previous marketing efforts. The people you work for and you earn money from. They are the only ones whose opinion really matters.

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  • 2 weeks later...
1 hour ago, ScottSpec said:

#1.  It is fun and keeps your interest.  #2. Stirs up negative feelings with the rejected sticker and the hassles of dealing with it.

 

Scott

Yes, I noticed after reading your comment that the second one DID stir up negative feelings with that fail sticker.

 

Here's the thing, it seems like you are marketing to people that FAILED inspection and want their cars to pass. To them, it is a serious matter that is constantly on the back of their minds. I think the second one will get you phone calls.

I like the first one too though, it's nice and fun- a good image for your business

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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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