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Anyone using Demandforce?


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I have used Demandforce, Customerlink and now am trying Kukui. Can't comment much on Kukui because I haven't had it long enough. Demandforce didn't impress me due to the fact that they required a year contract with no option to drop so when I really struggled one fall, I had to pay them anyway. They don't do post cards unless you want to pay more. I had much better luck with Customerlink. They are a month to month program and were much more flexible and I got a discount with them because I am part of the Oreilly's Certified Auto Network. I also didn't get my cancellation in time to demandforce and got stuck using them another year. Felt kinda cheated and won't use them again or recommend them.

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I absolutely do not recommend DemandForce. Their sales team as well as the guy who sets you all up will be plenty nice but once you run into problems their support really sucks. I also have to reaffirm what CARMandP said, their billing system and contract SUCKKKKKKKKKKKK. They are blood suckers. I've had such an issue with them I would probably dance naked around their burning carcass (figuratively speaking LOL). I am a tremendously honest person so I have to say the system itself has a lot to offer however the way that company is ran, id never do business with them.

 

I'm going to give KuKui a shot very soon.

Edited by mspecperformance
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I just started with mechanicsnet. So far it seems pretty much the same features as demandforce, at $100 less per month, and no contract. There was a $500 set up fee so that they could design my cookie cutter website which took some data entry person all of 25 minutes I am sure, but that is par for the course I think ( what are some of the start up fees you guys see with the other programs)

 

I will say that having some kind of customer contact program should be a high priority. When I was with demandforce I could see the results each time I sent out a newsletter, and quite a few customers relied on the program to tell them when to come in.

 

I have not been with mechanics net long enough to know if it is working yet.

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  • Have you checked out Joe's Latest Blog?

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      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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