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Don't wait until you lose a tech; try this strategy...

Joe Marconi
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mspecperformance Mentor

mspecperformance

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This was a great piece of advice that I got from Joe and Elite. I had a technician looking for a job come visit us in December. At the time I did not have a position for him but I kept in touch with since explaining the exact same thing. Well that same technician I just recently hired this week. He was the most qualified out of all the technicians I interviewed/spoke to and so far he is working out well.

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UsedTireShop Collaborator

UsedTireShop

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Wish I read this thread sooner. I am in a real bad situation right now. My tech is leaving Tuesday and I have no one in the pipe line. I have posted everywhere and I have not received any resumes at all. I am offering $22 to $28 hourly flat rate with a $1,500 signing bonus.

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Jordan Spain-Honaker Apprentice

Jordan Spain-Honaker

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By far the hardest part of owning a shop. I seem to like hire young and train them .So far it has worked .But i do need 1 more superman to do diag.

 

The dinosaurs are extinct so will all the shops not learning the newest tech.

 

You've got the right idea. A lack of training on multiple fronts is hampering many local shops. We've just recently become serious about training in our shop and it's paying off.

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  • Have you checked out Joe's Latest Blog?

    • Joe Marconi
      The Toolbox is Last to Leave, First is the Heart
      By Joe Marconi in Joe's Blog
         0 comments
      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.

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