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Leading starts with good meetings


Shopcat

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I was wondering how often you meet with your staff and what do you discuss?

Regular meetings are necessary to share your vision for your company and stay in touch with your staff. A good meeting has a purpose. In other words, there is a purpose and subject beyond " its Tuesday, so we have a meeting".

Here are a few things I like to include in my staff meetings, and I would like to hear what you do in your meetings that works well.

1. Have your desired result in mind. Plan the meeting around what you want to accomplish.

2. Do an outline of your agenda. Set some subjects, add the WIFM factor and what the ultimate goal is.

3. Identify key participants and how they play into the plan. Ask for their help because they are effective and good at what they do.

4. Set goals and get them to participate with open ended questions, like " Jim, how can we get this done? this is right up your alley"

5. The wrap up, recap the thrust of the meeting, thank them for their help, and let them know we will recap how it went next meeting.

I'm looking for some feedback on what works at your meetings....

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Hi guys, I am very interested in this meeting subject. For so many years, I always brought up the negatives that were happening in the shop. Lately, I have been more positive and instructed my manager to do the same. Employee input is very important and I enjoy hearing what's on my guys minds. Questions I have for you guys, is do you put a time limit on these meetings ( our meetings have a 1 hr time limit on them ) and what time of day do you usually do them ? Right now, I have biweekly meetings with my managers and monthly with the 2 staffs ( I basically have 2 staffs with 2 different managers, because I have a quick lube business and a full service repair business, located in my 7 bay shop ). Your input ( just like my employees ) would be appreciated. Thanks, Mike.

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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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