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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.

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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.

 

 

 

Sent from my iPad using Tapatalk

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  • Have you checked out Joe's Latest Blog?

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      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.
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