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Can something good come out of Washington, D.C.?


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When my granddaughter, Jenna, was about four years old, we were headed to the park playground.
And on the way, we stopped to pick up something from one of my clients.


post-1866-0-40012200-1430510641_thumb.jpg

As soon as we walked into the showroom, she slapped her hand over her nose and loudly said,
"Ewwww... what is that smell?"

 

It took me a couple of seconds to discover she was referring to the smell of the tires.

Because at her height, her little nose was directly aimed at a tire display.
So, I took a big whiff myself and said to her, "Jenna, that's the smell of money."
She and I had a fun conversation in the car afterwards about how an auto repair "store"
makes money by taking care of Mommy's and Daddy's cars.
Which brings me to what took place in D.C. this past week. And how this relates to money.
And you.
All the industry magazines are talking about this event. Here is a link to the official report:
Here are some links that summarize the report:
In essence, the Auto Care Association unveiled the first-ever "State Of The Auto Care
Industry Report" at an inaugural Industry Forum in Washington, D.C.
This forum of people gathered together to discuss the huge impact the auto repair
industry makes on the economy.
I usually don't follow what happens in D.C. However, this information impacts every single
auto repair business, so it obviously caught my attention.
There were a number of things that stood out for me.
  1. Average vehicle is 11.5 years.
  2. 12-plus-year-old vehicles will grow by 15 percent.
  3. These vehicles are primarily serviced at independent repair facilities.
Never in the history of the automotive industry has there been such a high percentage of
older vehicles on the road.
And that number is climbing.
The other good news is: "vehicles in the 'new to 5-year-old' range are expected to grow by 32%."
That's a huge number of cars that will be coming off of warranty.
Anyway, you look at it... that's a lot of opportunity.
What are your thoughts about this report? And how do you see it impacting 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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