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We have a good workflow management system, very efficient, but sometimes the world just doesn't want to play nice. Today I have a real problem. Six lifts, six cars taken apart in a major fashion waiting for parts. Parts that are 2-3 days out. The special order parts looked right when we started the jobs. Something as simple as a hub bearing, press the old one out, go to press the new one in and the hub is trashed. Oops. Ready. Set. Stop.

 

Maybe I should know better to have more than one Suzuki and 15 year old Benz in the shop at the same time. Its going to be an interesting week. I haven't had a shop completely full of immobilized oddballs in a while.

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We have a good workflow management system, very efficient, but sometimes the world just doesn't want to play nice. Today I have a real problem. Six lifts, six cars taken apart in a major fashion waiting for parts. Parts that are 2-3 days out. The special order parts looked right when we started the jobs. Something as simple as a hub bearing, press the old one out, go to press the new one in and the hub is trashed. Oops. Ready. Set. Stop.

 

Maybe I should know better to have more than one Suzuki and 15 year old Benz in the shop at the same time. Its going to be an interesting week. I haven't had a shop completely full of immobilized oddballs in a while.

I was talking to Elon about similar situations yesterday. We're only a 2 bay shop, so two hold ups and a rainy week and my revenue went out the door. Nice to hear others have the se issue and nice to see how others deal with it.

 

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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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