No two Technicians are exactly the same, and that’s ok

[Joe Marconi]

Let’s look at sports for a minute. Take for example two premier quarterbacks. Both equally talented and both equally successful. While they play the position according to the rules of football, neither quarterback plays the position exactly the same. The inherent differences between them allows them to bring out their personal best. They draw upon their uniqueness, which translates into their individual strengths. In essence, this is what makes them great, but different.

 

It’s the same for your technicians, and in fact, for all your employees. Years back I tried to mold my employees to follow a strict set of rules and guidelines. I soon realized that although we need policies and procedures, being different is ok, and doing things differently is ok.

 

With regard to employee management: Set the parameters of your business, establish each job role and clearly describe each position, set the goals for each position, and then let the employee flourish by allowing the employee to bring their uniqueness to their role.

 

Oh, one more thing. Not doing things your way is not the end of the world either.

 

Thoughts?

[skm]

Let’s look at sports for a minute. Take for example two premier quarterbacks. Both equally talented and both equally successful. While they play the position according to the rules of football, neither quarterback plays the position exactly the same. The inherent differences between them allows them to bring out their personal best. They draw upon their uniqueness, which translates into their individual strengths. In essence, this is what makes them great, but different.

 

It’s the same for your technicians, and in fact, for all your employees. Years back I tried to mold my employees to follow a strict set of rules and guidelines. I soon realized that although we need policies and procedures, being different is ok, and doing things differently is ok.

 

With regard to employee management: Set the parameters of your business, establish each job role and clearly describe each position, set the goals for each position, and then let the employee flourish by allowing the employee to bring their uniqueness to their role.

 

Oh, one more thing. Not doing things your way is not the end of the world either.

 

Thoughts?

I am glad you posted this, I am in the process of looking for a shop, and one of my biggest issues is that I feel all my employees would hate me and because I just feel as if I would have a problem getting them to do thing the way I do them. Reading your post actually makes a lot of sense . As long as they are well rounded let them show you their strengths and then build on that. I think still the biggest problem is finding the "well rounded" sound techs.

[Marksas]

I heard this the other day in a class and thought it was fitting.

You don't manage people, you manage inventory. People should be led. - Ross Perot

 

Successful coaches don't coach players the same way, just look at my beloved Spurs coach Greg Popiovch. I think this is were you have to understand the techs personality. I do DISC assessments on all employees and then share it with their direct report and other employees. They are quick 5-8 minutes and less than $30 or even free on some sites. I use peoplekeys.com. The assessments are a great tool for understanding your employees and how to motivate them. I have been using them for about 6 years.

 

As for doing things my way, I'm okay with them doing it their way as I don't have all the answers. Let's do what's best to achieve a happy customer, a quality repair and a profitable job.

 

 

 

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