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I have just took the plunge and went with Mitchell Manager SE, this was a huge decision for me. I really like the QB financial part, my CPA uses it also. I have used QB for 17 years, I have just outgrown it. My decision with Mitchell was my salesman who has been fantastic, young guy named JMichael, he also has a tech guy named Dustin. These guys have really impressed me so far, they are professional and know the product. I actually told JMichael about some negative reviews with support from Mitchell, they assured me that will not be a issue , I call them and they call me back. I kid them about Steve Jobs and Steve Wozniak. I cannot say enough about these two guys so far they are top notch. I think Mitchell may have got the message, they even extended a 30 day get out deal. He advised me to lets just start with the basic management first , although I did sign up for the CRM for my commercial accounts . If all goes like I feel it will Bolt on will follow in the next few months. I end my year this month, we go live Oct 1. I am integrating with Quickbooks. If any of you guys have any TIPS and HELP with the Mitchell program I sure would appreciate you shortcuts and secrets. I know we will have a learning curve and hiccups and second thoughts. Any head's up advice that some of you guys experienced that you feel would help me and my brother with this changeover would greatly be appreciated. GOOD OR BAD. Again I really have enjoyed my short time here. There are some great guys on this forum with some serious knowledge of the business and I appreciate what you guys share. Have a blessed week. David

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I have just took the plunge and went with Mitchell Manager SE, this was a huge decision for me. I really like the QB financial part, my CPA uses it also. I have used QB for 17 years, I have just outgrown it. My decision with Mitchell was my salesman who has been fantastic, young guy named JMichael, he also has a tech guy named Dustin. These guys have really impressed me so far, they are professional and know the product. I actually told JMichael about some negative reviews with support from Mitchell, they assured me that will not be a issue , I call them and they call me back. I kid them about Steve Jobs and Steve Wozniak. I cannot say enough about these two guys so far they are top notch. I think Mitchell may have got the message, they even extended a 30 day get out deal. He advised me to lets just start with the basic management first , although I did sign up for the CRM for my commercial accounts . If all goes like I feel it will Bolt on will follow in the next few months. I end my year this month, we go live Oct 1. I am integrating with Quickbooks. If any of you guys have any TIPS and HELP with the Mitchell program I sure would appreciate you shortcuts and secrets. I know we will have a learning curve and hiccups and second thoughts. Any head's up advice that some of you guys experienced that you feel would help me and my brother with this changeover would greatly be appreciated. GOOD OR BAD. Again I really have enjoyed my short time here. There are some great guys on this forum with some serious knowledge of the business and I appreciate what you guys share. Have a blessed week. David

 

Hi David,

 

You’re in pretty good hands with Mitchell. They’re one of the best shop management systems around. As for tips and help, you’re right to ask, there are things to consider when using it. Some of the things are a little involved, though, so you might want to speak to someone.

 

Feel free to give us a call, we’d be happy to help. I’ll let John know you might reach out to him. His number is 610-400-1019 ex. 122

 

Mike

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Strongly recommend you check out the mitchell forums. Make it a habit that when your get bored or have nothing better to do, check out the recent posts made on there. A lot of useful info on there.

 

well, the key word being "good". They will delete anything that is not good praises of mitchell1 so it kinda gives you a false hope. While we had good stability with mitchell and it was indeed a good program it does have its limitations. They dont care too much about the customer, they let us go after 12 or so years and didnt seem to care at all. i have another post around here with the crap that came from them. Basically if they get in over there heads they will just stop helping and leave you in the mud. But the program is pretty good and above all to be usefull there should be a forum that is NOT controlled by the company.

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The key to Mitchell is to stay with it. I've used the system for 15 years and I'm still learning new stuff. BOT has really filled in where Mitchell is lacking.

 

My best advice it to remember there is not a program that does everything you want it to the way you want it to. Learn to adapt to what it is and make suggestions on forums. They listen

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  • Have you checked out Joe's Latest Blog?

         0 comments
      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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