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One piece at a time

Why is it that in one car the heater core is a snap to replace, while others have a zillion screws and countless pieces that need to be removed? Or, the A/C compressor is buried so deep in the engine compartment that hours upon hours are spent just to get it out? I suppose it all comes down to how the car needed to be designed and the allowable space provided. But, all this digging around sure doesn’t make the mechanic’s job any simpler, or when it comes to giving an estimate to the customer.

What if, instead of engineers and designers making the decisions about how all those components are shoe horned into the car, they left it up to the mechanic to decide where they go? I would definitely change how some of these cars require the entire dash to be removed to gain access to the evaporator core. In fact, I would probably have an access panel behind the center section of the dash. You know, just remove the radio and the heater controls and unfasten some sort of door and there you are. I would move the evap core and heater core connections somewhere else besides wedged between the firewall and the engine. I’ve never liked having to “plank” across the engine bay and wrestle those fittings loose.

Oh, I’m sure it wouldn’t be practical to have mechanics design it. Besides, every mechanic who’s worked on cars for a few decades would have a few favorite choice parts they’d like to see used vs. some new unproven and yet to be tried out part. Although, the final appearance of the mechanic’s creation might look something like the Johnny Cash song, “One piece at a time”. You know an engine from one year, a radiator from another, perhaps a door handle and latch from something else, and an ignition switch from an entirely different decade.

It’s not just access to some of these parts that the engineer’s design seems to be more important than serviceability, it’s the way some these parts are fastened to the car, like door panels for example. One year they’ll use push clips and the very next year it’s hooks and screws. Or, the material they built “this” year’s door panel becomes so brittle after being out in the sun for a few years that by the time a window motor or switch needs replaced the whole thing snaps like a dry twig.

Just getting a serpentine belt off of some cars requires removing a motor mount or the use of some crazy half twisted and contorted tool to take the tension off the belt. It’s just insane how many variations in design there are. Seriously, they should consult the guys and gals in the service bay about some of this stuff first. Yea, I know, a lot of the design aspects of the modern car are done in a particular manner for quick installation at the factory. That might be great to get the car down the assembly line, but it doesn’t help a bit when it comes to service work. Oh, and I can’t leave out those hidden bolts and squirrelly double locking clips that can frustrate even the best mechanic out there.

Granted, back when we switched to the electric pumps in the fuel tank there were probably a whole lot of design issues that weren’t considered or perhaps were entirely overlooked. And, I’ll bet there was a stock pile of metal tanks already pressed out on those big machines. But, why didn’t anyone think of adding a trap door to ALL the different models instead of having to wrestle those cumbersome metal tanks from under the car? You mean to tell me no one could figure out how to add a trap door in the bed of a pickup truck either? Seriously…

These days, with all the electronics and computer systems you’d think design issues wouldn’t be nearly as complicated as they were before…. ‘fraid not! Now it’s not only the design, it’s the programming, the software, and configuration issues. I run across so many various models with modules that have become obsoleted from the manufacturers, and it’s just about impossible to find any good salvaged replacement parts, let alone, how some of these modules can’t even be used again if they were already programmed. Many times a customer will ask me, “Why did they design it that way?” I just shake my head and try my best to explain that things are the way they are because they are the way they are, basically… I don’t have a clue.

I seriously doubt any of the auto manufacturers would ever ask what the little old mechanic thinks of having to remove the entire front bumper assembly just to change a headlamp. We’re just supposed to do it and accept the fact the customer is going to question the cost of the repair, and probably spend a lot of time calling other shops just to make sure they are not getting cheated or over charged.

I suppose all these changes are job security for the mechanic. Who else would want a job where everything you previously learned is now useless information on the next model year you work on. This means the mechanic has to spend an enormous amount of time studying the latest systems and procedures just to be able to do what he did on a previous model.

Even though some things about the modern car are far superior to their predecessor, there is still room for some serviceability design improvements. Of course, you can forget about asking me what I think of their changes. It’s not like they can’t find me, I’m right where I’ve always been. Right here in the service bay doing what I’ve done for years, looking up the procedures, rolling my eyes at how many steps it takes to change a light bulb, and dealing with those changes.

 

For me, it’s back to work, tearing things apart and putting them back together and like always… one piece at a time.


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Posted

Once I heard an engineer say why they make car so difficult to work on. He said they are built from the standpoint of assembly, so that they are built to keep assembly and part cost down. Repairing them is not a concern, at least not initially!

  • 3 weeks later...
Posted

Just about every day I wonder what were the engineers thinking while struggling to do something simple. Sometimes its simply my lack of experience with a certain model. A few minutes on Google saves me considerable time. Other times the reality is as it seems.

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      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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