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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?

         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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