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Hey Son, how about a career in Auto Body?


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Here's a short article in Body Shop Business about introducing your child to the Auto Body Business as a career. What are your thoughts?

 

http://www.bodyshopbusiness.com/editors-notes/?eid=284835314&bid=1165152

 

My thoughts are that if I had a son I would steer him in a totally different direction. Maybe an owner of a shop in one thing but actually doing all the hard work and enduring all the crap that comes with the career ( working in shops with no ac in the summers ) you are always in one way or another subjected to the outside conditions. You work very very hard, have to buy a ton of tools, all the nasty stuff you are exposed too, tend not to get the respect you deserve , and all this for a little pay compared to what you do and what you are worth in relation to other jobs. That being said it actually may be a good thing if he is willing to do it properly and really learn the trade, since so many now a days are just shade tree guys / parts changers etc. so there may be a demand in the future for good guys and gals and the pay may reflect what they are really worth down the road.

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  • Have you checked out Joe's Latest Blog?

         5 comments
      I recently spoke with a friend of mine who owns a large general repair shop in the Midwest. His father founded the business in 1975. He was telling me that although he’s busy, he’s also very frustrated. When I probed him more about his frustrations, he said that it’s hard to find qualified technicians. My friend employs four technicians and is looking to hire two more. I then asked him, “How long does a technician last working for you.” He looked puzzled and replied, “I never really thought about that, but I can tell that except for one tech, most technicians don’t last working for me longer than a few years.”
      Judging from personal experience as a shop owner and from what I know about the auto repair industry, I can tell you that other than a few exceptions, the turnover rate for technicians in our industry is too high. This makes me think, do we have a technician shortage or a retention problem? Have we done the best we can over the decades to provide great pay plans, benefits packages, great work environments, and the right culture to ensure that the techs we have stay with us?
      Finding and hiring qualified automotive technicians is not a new phenomenon. This problem has been around for as long as I can remember. While we do need to attract people to our industry and provide the necessary training and mentorship, we also need to focus on retention. Having a revolving door and needing to hire techs every few years or so costs your company money. Big money! And that revolving door may be a sign of an even bigger issue: poor leadership, and poor employee management skills.
      Here’s one more thing to consider, for the most part, technicians don’t leave one job to start a new career, they leave one shop as a technician to become a technician at another shop. The reasons why they leave can be debated, but there is one fact that we cannot deny, people don’t quit the company they work for, they usually leave because of the boss or manager they work for.
      Put yourselves in the shoes of your employees. Do you have a workplace that communicates, “We appreciate you and want you to stay!”
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