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mastertechlex

By mastertechlex
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mastertechlex Apprentice

mastertechlex

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Hey guys, I would like to know if anyone has an opinion on RLO Training? I am in a unique position because I have known Barry Barrett (one of their newer sales trainers) for a few years BEFORE he went to work for them and I can say he was 100% supportive of RLO as a client. Now that he is employed by RLO, he is eager for me to buy into the same program including Bottom Line Impact Group. I know for a personal fact that Barry is a believer in this system, I just dont know if it will work for me. I know it was great for Barry because he comes from a sales background not automotive but I am a former tech and just feel like I may not really need anything they have to offer!

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mmotley Proficient

mmotley

Posted
Posted

I am a former tech and just feel like I may not really need anything they have to offer!

 

about 50% lower than they should be. Im at 350 when I should be at 700.....?

 

Can't help but feel like you answered your own question there buddy...

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Bob K Enthusiast

Bob K

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Until you experience some form of Automotive business training , you probably wont see where your problems are even when the problems are right under your nose. A trainer or a coach will help you identify whats going wrong and teach you how to fix it. Some fixes are quick and easy and real eye openers.

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Rich F. Rookie

Rich F.

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I've been with RLO since 2005 best move I ever made. 4 years in my sales had more than doubled. Have gone from one store to three now and looking for additional opportunities. They are on the leading edge of what's happening in our industry. Dan Gilley, John Wafler and their entire team are cream of the crop. They keep you focused on the right things and keep you profitable. After being involved in the group process with them for awhile you'll be able to walk into pretty much any shop and know where the problems are and what it'll take to fix things. Of course they're going to make you work for it all.

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Pjauto Enthusiast

Pjauto

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You guys are blowing my mind a bit. I have a six bay shop with 2-3 techs, 140 cars a month with around a $225 ARO. I thought I was doing pretty decent. But by the numbers you guys are throwing around I feel like a peasant! I am currently with Elite and have learned and grown a good bit over the nine months I've been with them. Is RLO comparable to Elite or is it primarily for service writer training? Elite is more business coaching centered.

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AZAUTO Rookie

AZAUTO

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I interviewed every coaching company out there and chose RLO training. Even though I recently withdrew from the group for personal reasons I highly recommend them. Was with them for a year and a half and learned much more about my business. My ARO went from $375 to $500 and my net profit over 30%. Sent my service advisor with Barry for one weeks of hands on training and my advisor came back with so much confidence that he took over his position at the front counter. As for my facilitator John Wafler; he in my eyes is the best out there. As someone mentioned above; if you don't want to work hard towards change then this group is not for you. They provide you with all the tools you need to run a successful business but you have to implement and want the change. They can get you where you need to be.

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mastertechlex Apprentice

mastertechlex

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Ok guys, an update on my RLO experience. Parts GP has risen from 24% to 42% and I have seen a 20% increase in labor GP. So really the program has paid for itself already. At this point I would say its been as simple as gaining the confidence to improve and implementing a few new procedures and not a miracle fix or complete turn around but there is still room for improvements and Im only a little over half way through the GSM program

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Handson Contributor

Handson

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Any idea on the cost. I am looking to send my service writer to training. I ha e to ask how much do these companies pay the employees. I see a lot of these companies employ previous shop owners. If your so good at running a shop and raking in money why would you give it up to be a teacher?

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mspecperformance Mentor

mspecperformance

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Posted

Any idea on the cost. I am looking to send my service writer to training. I ha e to ask how much do these companies pay the employees. I see a lot of these companies employ previous shop owners. If your so good at running a shop and raking in money why would you give it up to be a teacher?

I can completely understand your skepticism. Most of these coaches are retired shop owners that for the most part do their own thing. What I can gather they are coaches because it's a flexible schedule and they genuinely enjoy helping folks out. For instance I'm currently a coaching client with elite and my coach is still a operator. He had 3 shops all making great money but he spends the time with me because he gets fulfillment from coaching. The money that I pay to the program is really a drop in the bucket to my coach I'm sure. I have also met a lot of the other elite coaches at a live training event and I can honestly say no one would put that much effort for the measly couple hundred bucks they might be getting a month to be a coach. With that being said I'm sure it's similar for RLO's independently contracted coaches.

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Handson Contributor

Handson

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Posted

Do you work with them during the day or after your normal business hours. If you work with them during the day how are you able to set the time aside. I can not semester to get 5 minutes in row without something needing my attention unless I actually leave the shop.

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mspecperformance Mentor

mspecperformance

Posted
Posted

The time is worked out with you and your coach. I talk to my coach after hours however at times i talk to him during the day. Part of what you may want to work on is spending more time being a shop owner and working ON the business opposed to work IN the business. Its a tough hump to get over i know!

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  • Have you checked out Joe's Latest Blog?

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      Want to End Your Technician Shortage? Focus on Retention!
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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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