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The Refrigerator Light

Did ya ever find yourself at the service counter trying to explain to a customer how you diagnose an intermittent problem? I know I have. Intermittent problems can vary and the explanations of these problems are just as diverse as the problems. Typically, I’ll ask the standard questions: When does it seem to happen most often, how often does it occur, is it more likely in the morning or afternoon, and does it happen when the engine is cold or hot? Those type of questions. The usual answer in most cases is, “I don’t know”.

The big issue is that a lot of people don’t understand that even though they have seen a failure, and the fact that it doesn’t occur very often, doesn’t mean the mechanic is going to be able to find it without some background or investigative research. Take for instance this guy who came in and told me his car doesn’t start. I asked, “Where’s the car? I’ll have a tow truck pick it up?” His answer, “I don’t need one, I drove it here.” Then, of course, I’m back to the questions again, “So, when does it not start?” I’m confronted with the typical answer, “I don’t know”. The more I tried to dig into the history of this “no start” condition the more “I don’t know” seemed to come up. At best the only clear cut answer I got was that it did it once last summer. (This is no help at all nearly a year later.)

Apparently this guy (along with many others) was informed there is this magical diagnostic tool that can not only tell the date and time of a past failure, but can also predict the future demise of any component in the car. So, now my “intermittent” explanation is side tracked with explaining that there is no magical machine. Eventually, I went through the normal “intermittent” spiel, and how duplicating the failure was the most appropriate method beyond looking at the numbers and PID’s on the scanner. I could use a travel recorder that will record pertinent information and give it to the customer to drive around with it hooked up to the car for a bit, but since the last failure was the previous summer I don’t think leaving the recorder in his car would do any good. Since that’s not really an option, I did my best to explain how I diagnose intermittent problems with something that most people could relate to -the refrigerator light.

“Let’s say your refrigerator light is the intermittent problem. It’s working now, and should work every time you open the door, but at some point it’s not. The bulb could burn out, or it may get jarred loose and intermittently come on. But, the very next time you open the door the light may come back on, even though it didn’t come on the last time. So, if you stand in front of the refrigerator and can tell me when it’s going to fail, or know precisely when the next swing of the door in which the light isn’t going to work, then it’s no longer intermittent, but predictable,” I told him, “So, before you swing that door open for that midnight snack, ask yourself this, “Is the light going to be on, or is this the day it burns out?”

Keep in mind those light bulbs last a long time, and even if you are the type of person who calculates the exact hours of use that the bulb is predicted to last, I doubt you could ascertain the appropriate day and time it will actually occur. Without a pattern, or being able to duplicate the problem, a lot of intermittent problems are just plain impossible to solve. You need facts, figures, and a good diagnostic background to tackle them. And yes, with the right information they can be solved.

Everything has a fail point; everything has a lifespan. The problem is I can’t predict a failure any more than the man on the moon can. Oh sure, I can take a few “SWAG’s” at it, and I might even have some insight on which parts will fail more often than the next, but that doesn’t mean I can find the reason your car failed to start nearly a year ago.

This guy seemed to understand and was happy to keep track of his car under the conditions it failed to start. In the meantime, we did an overall checkup of his car just to be on the safe side. But, I did warn him even with the best checkup out there, it doesn’t mean you’re free from a failure. It could be something that was totally unexpected and wasn’t seen during the checkup, or it could be something that is internal in a computer that you can’t see at all.

A few days later he was back. He had this grin on his face a mile wide. There was something he was dying to tell me. “Did it finally not start for ya?” I asked. “Nope, car is fine,” he said.

“So what brings you here today?” I asked.

He jokingly told me, “My refrigerator light burnt out last night. I thought of you when it happened. I was standing in front of the refrigerator, and before I opened the door I would make a bet with myself whether or not the light was going to be on or off.”

Peculiar to say the least, someone actually drove across town to tell me about their refrigerator light, but now I was curious. I wanted to know the outcome. “So, did ya win your bet or not?”

“I lost,” he said, “but the car has been running fine since you did the check out. In fact, I’ve got the wife and kids playing the “Guess if the refrigerator light is going to be on game” too!”

Apparently, I’m a big hit around his house. Who would of thought explaining intermittent diagnostics would be fun for the whole family. This just proves that it really does take all kinds to make the world go around. I’m just glad I chose the refrigerator light as the example and not some other common household fixture or appliance.

 

Now, I’m wondering, has this ever happened before, and how often? Maybe it happens more in the morning or late in the afternoon? My best diagnostic answer, “I don’t know.”


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gonzo: I wish intermittent problems would be as simple as diagnosing a refrigerator light that does not come on all the time!

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         0 comments
      The Technician Shortage Is Our Fault, And It's Time We Own It
      Nearly every day, I hear shop owners complain: "There's a technician shortage. We can't find qualified people. There's no one out there." If that's true, then who's to blame?
      The industry? The schools? The government? I don't know how you feel, but who promised us an endless supply of qualified technicians?
      Another common complaint is that young people do not want to work in the trades. Well, if that were true, then why are other trades such as HVAC, electrical, and plumbing growing? What are they doing that the automotive industry is not? 
      Here's the reality we need to face: We do have a problem, but we shouldn't look for someone or any entity to rescue us. Not the government. Not the trade schools. Not the recruiting companies. No one owes us a workforce. If we want great people in our industry, it's up to us. At some point, we need to own up to the truth: Building a pipeline of qualified technicians is our responsibility.
      In this blog article, I will break down the key reasons we are in this situation today and what we, as an industry, can do to solve the technician shortage. Are you ready to look in the mirror?
      Have We Pushed Technicians Away?
      Let's take a look at flat-rate pay. True flat rate, which pays a technician only for the hours they produce, is a controversial pay plan that emphasizes high production levels and creates a competitive work environment that, if not properly controlled, can lead to increased mistakes and a decline in morale and team spirit. Additionally, the stress and physical demands placed on technicians as they age are not favorable to long-term employee retention. What do we do with technicians as they grow older into their fifties and begin to slow down? 
      I have heard all the arguments and pros and cons of flat-rate pay, and I am not going to judge any pay plan. Let the facts speak for themselves. True flat rate has changed in most areas around the country and has evolved into a pay plan that gives technicians some pay guarantee.
      Many shop owners have learned that team morale, along with the opportunity to earn income, is important to technicians and to the company's long-term success. But let me ask you: how many technicians have left or been pushed out over the years because of the old flat-rate pay system?
      Another issue is the workplace environment. I remember being grateful to be hired as a young technician at a local repair shop. While very thankful, the work environment was not ideal. The shop owner kept the bay doors open year-round (I am from New York) unless it rained or snowed. He felt that if the bay doors were closed, customers might think we were closed for business. We had no heat and no hot water. Many of the jobs were done outside, year-round,  in all types of weather. The starting pay was minimum wage, with no benefits, sick days, or vacation pay. 
      Now, again, I need to point out that I was truly grateful for the opportunity this shop owner gave me. I learned a lot working there, and the experience was pivotal in my career. But looking back, I wonder how many people were discouraged by these working conditions?
      While the physical demands of the repair workplace are daunting, perhaps even more critical is the culture. Too many of my generation shop owners preached the mindset of "my way or the highway." We were the business owners, after all. We started our companies, took all the risks, and provided jobs. Why shouldn't we be the ones to set the ground rules our way?   
      Many of us found over the years that the "my way or the highway" mentality was a sure way to isolate employees and make them more likely to look over the fence for greener grass. In other words, it led many technicians to seek employment elsewhere, where they felt they could be appreciated and recognized for their hard work. The issue, however, was that there wasn't much green grass around. Disappointment after disappointment, bouncing from repair to repair shop, eventually led to despair. So, I ask you: were workplace conditions a contributing factor in today's technician shortage?
      Another factor that we are all well aware of is the complexity of the modern automobile. When I started, the work was mostly physical, and you were required to master essentially three vehicle models: General Motors, Ford, and Chrysler. Let's fast-forward to today. The evolution of automotive technology, along with the extensive training and tools required, has outpaced the typical technician's pay compensation, with no clear career path. Again, leading to frustration and insecurity about the future.
      Here is the bottom line: people don't leave their job; they leave their experience. We must do a better job. 
      The News Isn't all Bad; Your Next Steps to Fix the Technician Shortage
      To fix the technician shortage, it will take a combined effort from everyone in the automotive industry, particularly automotive shop owners. Shop owners are in the perfect position to make the greatest impact, not only on their businesses but also on the future automotive workforce.
      First, shop owners must become better leaders and understand that their ultimate success is directly dependent on the people they assemble around them. Any shop owner who mistakenly believes they can build an empire solely on their abilities is destined for serious disappointment. Business owners who think like this will eventually plateau. Without the collective contributions from a team of qualified people, your business will stall; it will not continue to grow.
      Create a workplace that attracts top talent: a clean, professional, well-equipped facility designed to support productivity, teamwork, and a career, not just a job. Build a great reputation in your community by getting involved locally. Become the auto repair shop that people take notice of as "the" place to work.
      Next, shop owners must become more financially knowledgeable. Knowing your numbers and what you need to achieve for a strong bottom-line profit is essential to paying technicians the money they need and deserve. Profit will also allow you to compete with other trade industries by providing a benefits package that has real take-home value and security.
      When it comes to culture, this is where the rubber hits the road. People crave recognition, praise, and a sense of purpose. Despite what you hear, people are not just money-motivated. Once people feel secure in their financial situation, retaining and motivating technicians can only be achieved by connecting with them on an emotional level. You cannot show enough appreciation. Give out praise for a job well done as if your business depended on it, because it does.
      As technicians age, we need to have a place for them. Expecting a 58-year-old to perform like a 35-year-old is unrealistic. We need to be more focused on career pathing. Provide training, skill development, and coaching to develop leaders and mentors within our older workforce. While their bodies may have slowed, the knowledge they have gained is priceless. 
      Our future is dependent on young people entering our industry. We need to give more young people opportunities. Every shop owner across the country should consider hiring an apprentice, then build an apprentice training plan and career path for them. If every shop did this, we could solve the technician shortage within five years. Get involved with the trade schools and high schools in your area. Look into the NAPA Apprenticeship Program. Don't sit on your hands with this one. Do it today.
      Lastly, don't get left behind. Commit to ongoing training for all your employees. Keep up to date with tools and equipment tailored to your business model. Don't try to be all things to all people and all vehicles. Identify your core profile customer and the vehicles they drive, and become an expert on those vehicles and the services you offer.
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