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Posted

Running into an issue lately. Most of the work we do the customer drops off the car and we give them a call after. Generally we usually send them our findings via e-mail or text from our inspection report and then we discuss the recommended work. Customer authorizes over the phone, we do the work, they pick up. Done deal.

 

Normally we have no issues... normally I mean years I have never encountered a problem. Recently working with a knuckle head and he is claiming he didn't authorize some work to be done. He also never signed an estimate due to all correspondence through telephone. Also to keep in mind most of my tickets are $1000+ and I have not had any issues thus far. This is situation is causing me to rethink my procedures. Unfortunately having a customer authorize via signature can be difficult due to customers going to work, going away, living far enough distance from the shop etc. What have you done in your shop? Obviously there are state laws and such to consider as well...

Posted

This is something that I noticed at the shop too cuz I was looking over the repair orders and noticed some didnt have signatures "because we know them", or "they are the mechanics down the street". I am wanting everything to have a signature because you just never know... im sure your situation happens a lot especially when they sometimes have to check in with their significant other and they get hassled for it, then it becomes a quick bout of amnesia on them giving you the verbal OK to do the work. Would an email confirming the "OK" work as an electronic "signature" ? Like even a text since everyone uses that now? And what if you have to add more to the work order because they ask for more... are they going to want to drive all the way down to the shop to sign it again?

Posted

We don't always receive a signed authorization at drop off because we rarely print anything out. If they use our night drop the envelope has an authorization on it. We do document in our system all authorization by phone or email, who we spoke to and the amount authorized. That's one area I think the management systems lack and we use RO Writer. There should be a simple authorization piece utilizing a tablet for an electronic signature and a way to send and receive authorization by email if necessary. Our management system is behind the times when it comes to utilizing electronic capture of signatures at drop off and delivery. Those signatures are vital for collection of a bad check which we occasionally get, (3 in 5 years). I have recently started to dust off some of my coding skills to develop some simple electronic forms with signature capture tied to the repair orders.

 

Hopefully others will chime in with some viable solutions.

Posted

We get a signature at drop-off on a boilerplate release form, but not on the estimate. Hasn't been a problem for us, but I can see that it could happen. One problem is that the scope of the job often changes and you are calling the customer to authorize additional work. Gonna get a signature every time?

Posted

Just to add, I had this situation once where I had a verbal OK in person but no signature. The customer told me they didn't sign anything so they weren't paying and I said you didn't sign but you are on camera giving me authorization. It shut him up and he paid. I never went back to even have to pull the video.

Posted

It would be a huge PIA to get a signature for everything, what you can do is just have a blanket statement on the paperwork saying they are agreeing to all repairs. I haven't ever seen a judge take money from a shop for work that was done correctly.

  • 2 weeks later...
Posted

Jeff, I am in Florida also, I do not think all other States are regulated by Agriculture like we are. I here they are about to really crack down on unlicensed shops in the Panhandle, as bad as I hate to say it , I am glad.

  • 1 month later...
Posted

It would be wise to consult with an attorney very familiar with our trade in your state.

 

They can offer both legal advise and assist you in social interaction to best get the job done. There average rates in MN are $200 so if it takes you 15 min to get an answer $30 to resolve your situation and have a professionally legally established method might be worth it.

 

My attorney has protected me, my business, my reputation and my money very well!

 

 

 

Sent from my SM-N900P using Tapatalk

  • 4 weeks later...
Posted

Here is how I see your scenario TC. Personally, I think that when it comes to troublesome customers, we should learn to be more vigilant, but at the same time the rest of your customer base shouldn't suffer because of one bad apple. What I mean is you should not be so quick to change policies and procedures because of one knucklehead. Perhaps, you would be better off managing this particular customer differently should you continue to do business with them in the future, but think about your entire operation in general, and see if these changes will bring improvements, or if they will just cause additional inconvenience, and inefficiencies. Especially for the customer.

  • Like 1
Posted

First time customers absolutely have an estimate authorizing time spent to diag. I'm sure we all get the "diagnosis is FREE or not charged" if I fix the car question.

I document every phone call on the back of the RO, who called, time & date & gist of conversation with dollar amount authorized, that is sufficient in the eyes of the law if it was to go that far.

Dave

Posted

I get a verbal ok on the phone, and then when they pick up the car, they sign the Repair Order stating that they authorized all the repairs before they get the car back.

Posted

I've considered getting signatures more recently due only because I've had a few customers take weeks to come pick up their vehicle after we're done. Ive never had a problem with work authorization or anything like that, just getting them to come get the dang car. I feel having them sign acknowledging there is a storage fee of $XX per day might discourage this behavior

  • Like 1
Posted

Mspec,

 

Just keep doing what you've always been doing, first of all. If this incident is representative of only one issue in 5 or more years, for instance, it doesn't make good sense to upset your apple cart with the rest of your customers.

 

However, I can share a simple, extra step we've taken with our customers that might help you out. Immediately before you pick up the phone to call and discuss your findings,create a text message (do not send it yet) that says:

 

"Hi Bob! The service we're recommending based on our conversation today will bring your total to $xxx. Please reply with your approval, so I can get this taken care of for you."

 

I have that text in a draft on my phone, and I just Copy/Paste it into a new text message, changing his first name, and the dollar amount. Takes about 5 seconds. I recommend sending it to all customers when the total is $xxx or above, whatever your comfort level is. Afterall....someone that says they didn't authorize the $12 gas cap....you're either going to eat it & fire the customer, or tell them to pound salt & pay you.

 

On your phone call, when they're giving you the approval, tell them that as soon as they hang up, they'll receive a text from you, and that they need to reply with "ok". For the customers that dont have a cell phone (??) I have an email prepared, just the same...

 

This has worked wonders for us, no one has complained or found the process cumbersome, and I eliminate the doh-doh heads. Just be sure to say, "As soon as you respond, we'll get to work on your vehicle." People appreciate the use of technology, and it's even uncovered folks who then later ask if we can communicate almost entirely by text when their car is with us. Win.

 

Hope this helps!

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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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