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Hello everyone!! I have a very non-traditional situation. I'm 35 years old and considering a career change. I have been a pharmacist for 10 years now and I absolutely regret it and hate my career and want to switch and have my own business.

 

When I was in high school I loved cars and technology and had taken automotive technology. since then repairing cars has been a hobby of mine. After high school I pretty much self taught myself how to do a lot of repairs and after pharmacy school I started buying professional tools.

My first car was a 2003 Mercedes-benz E320 and I was very intimidated by it and thought I was going to pay through my nose for it, but having background knowledge in car repair (and help from a friendly Mercedes benz technician) helped me learn that they really aren't bad cars to do work on. I have had a 2003 E320, a 2007 ML350, and now a 2009 S550. I have done a wide variety of repairs on them all and have tinkered with Star diagnosis a bit and would like to make my hobby a career. maybe open up a shop to do work on out of warranty European imports like benz,bmw,audi,and Porsche. I know this will not be an easy task a very expensive endeavor as I have done research and priced out diagnostic equipment/software update fees, but I feel that it would be worth it in the long run. I am currently looking to become ASE certified and then thinking about whether I want to open up a shop or go to a factory training program such as UTI, or even just hire a mechanic with experience in these types of cars. any advice/encouragement would be appreciated.

Posted

Hey Nick!

 

Having your own business is not the same as having your hobby as your career.

 

The fundamental rule of business is to make a profit.

 

I am in this industry because I really enjoy working on cars, but I havent professionally worked on a car for about 10 years.

 

Most of my time is taken up by planning and running the business to make a profit.

 

So, if you enjoy working on cars, yes this is a rewarding career, but as the owner, you will mostly be dealing with customers, vendors, and regulators on a day to day basis.

  • Like 2
Posted

I'm like XRAC in that I don't work on cars, either. But I do have a gift of maximizing whatever business I am running. I like what I do because I enjoy turning out business. This would be applicable if I were the PIC at Walgreen's, CVS, etc. I would be looking to increase the daily fill rate as well as the profits of the pharmacy. It would be a challenge to take over a store that was averaging 282 prescriptions per day and within six months be running 375 per day. With corresponding profit increases.

 

I have a daughter that is a pharmacist, so I'm somewhat familiar with the business and the pay plan.

 

It sounds to me like you would like to have a nicely equipped shop for your hobby. Maybe you could achieve more satisfaction in your career if you had an outlet to pursue your automotive endeavors in your "off" time, and not have to depend on the shop for a living.

Posted (edited)

Thank you for the input guys. The reason why I want to leave pharmacy is I hate the corporate way of thinking about maximizing profit and that is to keep cutting resources and expect more profit... it only works to a point and then you choke your company growth . I had worked for Walmart and was put in a an unprofitable store and asked to make it profitable. The problem with that store was that there was no hours for help and people had to wait long hours because of it. I had to fight claw and tooth with my DM to get enough help to cover daily operations and finally within 8 months of working at that store I quadrupled their volume and tripled their profits. We went from doing 150 a day to 500-600 a day because our wait times went from 1hour down to 20min and a rite aid down the road had the same issue their DM had cut hours and the wait was ridiculous so we stole customers overnight from. they heard people were waiting 20 minutes at our store. It's amazing what word of mouth can do. And yet they still were not happy and felt that cuts needed to be made. We were paying 5 techs minimum wage and Walmart felt that was still too much. Cuts were made to the point at where profitability and customer retention dropped off quickly. They cut us down to 3 techs. Penny wise dollar foolish. Then I was reprimanded for why I wasn't making record profits. Ever since then Ive had a sour taste in my mouth.

 

I want to start my own business and work for myself and see if I can become more successful. In the end I want to be the one to make decisions. I'm thinking about doing what carolinahigear suggested and initially make it a supplemental income/hobby and maybe if it takes off then consider it as a sole income. I am still very lucky to have a well paying career but in the end it is not what I really want to do. ultimately I would like to make it my sole income source but I need to do with caution and slowly because there is still a large learning curve ahead of me...

Edited by Nickthegreek
  • Like 1
Posted (edited)

 

 

It sounds to me like you would like to have a nicely equipped shop for your hobby. Maybe you could achieve more satisfaction in your career if you had an outlet to pursue your automotive endeavors in your "off" time, and not have to depend on the shop for a living.

 

I think you hit the nail on the head. That's what I think I will do for now.

Edited by Nickthegreek
Posted (edited)

some things I need to look into are:

 

suppliers (do I do oem or aftermarket or both? What hidden costs are involved in each.)

 

shop management software (what would be a good management software suite?)

 

equipment costs/brands (do I blow a bunch of cash on top of the line or do I go with used equipment an go up if business goes up... or should I lease)

 

location/building- Do I buy a plot of land and get it commercially zoned or do I buy an already established shop or even lease

 

regualtions- I live in NY and there are many regulations. I'll have to look into regulations.

 

employees-Im thinking for now I will do it myself and then if/when I grow then look into doing only the managing aspect as mentioned and hire employees

 

inventory management- how do you guys manage your inventory

 

if there are any other area/topics anyone can think of feel free to comment

Edited by Nickthegreek
Posted (edited)

Hey Nick!

 

Having your own business is not the same as having your hobby as your career.

 

The fundamental rule of business is to make a profit.

 

I am in this industry because I really enjoy working on cars, but I havent professionally worked on a car for about 10 years.

 

Most of my time is taken up by planning and running the business to make a profit.

 

So, if you enjoy working on cars, yes this is a rewarding career, but as the owner, you will mostly be dealing with customers, vendors, and regulators on a day to day basis.

 

 

Can you describe what a typical day is like for you? I'm curious to find out what I will be getting myself into.

Edited by Nickthegreek
Posted

I do not work on cars. I never have worked on cars. I own and operate a business. Do not assume that enjoying working on cars as a hobby will translate into enjoying running an auto repair business. I don't especially like cars but I can run a business and I can make money. A lot of people who like working on cars and are good at repairing them are terrible at running a business. My first question would be what do you not like about what you are doing now?

 

I've never so much as changed the oil on my own car, and have no hands-on experience in the repair field. I am in love with the business of auto repair beause as the owner/operator of my shop I'm able to help others, and make a living at the same time. I've been involved in many businesses over the years, and the auto repair field is so full of unscrupulous operators and greedy managers...well, let's just say that they tend to make it easy for me to shine.

 

That being said, I agree that this business is tough enough without having to consider trying to run it successfully without the appropriate business experience. It's not for the faint-at-heart!

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  • Have you checked out Joe's Latest Blog?

         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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