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Posted

For all you shop owners who send your technicians to training, do you pay only for the class itself or do you pay the technicians his hourly rate for the hours he attends the class? I want to encourage my technicians to continually improve their skills and it seems like they would be losing hours if I did not pay them out for the hours they would have been here instead of in a training class. How do other shop owners handle this situation?

Posted

I pay them their hourly wage. Plus the area we are in you have to travel to get to most of the training so I also pay 48 cents a mile.

Posted

If it's during the day we pay their regular hourly rate. If the training is at night we pay a flat $50. We also pay for all the training. Never thought about paying mileage but I will now. My reasoning for the $50 for the night class is that they are voluntary and I want them to be vested somewhat in the class. There is not that many of those classes sin the evening so it's never been an issue. I am one of the very few that actually pay them.

Posted

All the classes I send them to are at nights. I pay for the class and food but the agreement is they volunteer their time because we both benefit equally and they should cover at least their time. This way at least they seem committed to further their knowledge and career.

  • Like 1
Posted

All the classes I send them to are at nights. I pay for the class and food but the agreement is they volunteer their time because we both benefit equally and they should cover at least their time. This way at least they seem committed to further their knowledge and career.

 

I agree.

  • Like 1
  • 4 weeks later...
Posted (edited)

I do not pay them mainly because I was never paid so I never thought about it. At my last shop working for someone the training was voluntary but I'm pretty sure techs that did not go did not last long. I do pay for the training. I may consider giving them gas money

 

How many of you that used to be techs got paid to go to a training class? Was it a dealer chain or independent?

Edited by Handson

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  • Have you checked out Joe's Latest 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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