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Shop Owners Need R and R

Joe Marconi

By Joe Marconi
in Non-Automotive Discussions

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autoguy Rising Star

autoguy

Posted
Posted
All of us work hard, maybe too hard at times. But we all need to stop and smell the roses once and while. Let me tell you the best remedy for burnout: Plan a day off for absolutely no reason. And if you feel guilty being away from the shop, I say Great! Slow down and take care of yourself, everyone around you will benefit.

 

I'm closing the day after Thanksgiving!!!!

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  • 5 months later...
ROBK Apprentice

ROBK

Posted
Posted

All of us work hard, maybe too hard at times. But we all need to stop and smell the roses once and while. Let me tell you the best remedy for burnout: Plan a day off for absolutely no reason. And if you feel guilty being away from the shop, I say Great! Slow down and take care of yourself, everyone around you will benefit.

 

What is this thing you speak off called "a day off"? I'm not sure I understand this concept :unsure:

 

Actually I agree. Having been working 7days a week most of the time I can see the difference in my productivity and motivation throughout the week even if it's just getting out a couple hours early on a Saturday and Sunday. Now that the weather is getting nice I'm gonna try to work in staying closed every other Sunday and going for a bike ride.

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ROBK Apprentice

ROBK

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Seven days a week is not good. Your personal relationships and family life suffer. It is not good for you mentally or physically. One can do this type of thing in short spurts but eventually you will burn out and you and everyone you are connected with suffer but you didn't need me to tell you that did you?

 

yeah, I kind of noticed. I guess it helps that I'm single but at this pace I gonna stay single for awhile. The advantage of being open on Sunday while it isn't very busy or profitable is the visibility I get from people pulling in to get gas at the pumps in front of me and people stopping at the sandwich shop next to me(separate business in the same parking lot) and seeing my garage doors open. A lot of these people are local but work during the week so I feel I reached people that might not have otherwise given me a second glance. I always seem to get somebody that walks in asking for an estimate and have scheduled work that I might not have had if I wasn't there. The tire repairs and oil changes I typically generate on a sunday might not be much, but every penny counts when trying to keep the bills paid while trying to get established. It's kind of a fine line between necessity and burn out.

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  • Have you checked out Joe's Latest Blog?

    • Joe Marconi
      Want to End Your Technician Shortage? Focus on Retention!
      By Joe Marconi in Joe's 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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