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We have monthly mailers that we mail out to all of our current customers. It definitely helps but some months it's not enough either. That being said, I think the reason for that is, at least in my case, is because I'm not too consistent with sending out the monthly mailers. A lot of people really do like them and if I were to do it consistently every month, I think it would be a much better response. However, I have never lost money sending them out. Meaning, they always at least bring someone in who will pay for the whole campaign.

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We use Mudlick targeted mailing if we know a slow time is coming. For those surprise times when nobody show up, we use e-mail blasts through Kukui.

How successful has this been? Every time I get a bunch of ads in the mail I just toss them, hard for me to believe this works. How much do they charge you and how do they bill? Per house or a region?

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How successful has this been? Every time I get a bunch of ads in the mail I just toss them, hard for me to believe this works. How much do they charge you and how do they bill? Per house or a region?

 

 

Per mail piece. Direct Mail response rate is 0.25% - 0.50% so out of 1000 mailers if you get 2.5-5 people to respond you are in good shape. Of those you still have to convert. At best if you have a really compelling mail piece you might get 1-3% response rate. Response rate is always low on direct mail pieces but you have to think bigger picture which is brand awareness.

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I've personally had really good success with direct mailers. Better than online even. I didn't use mudlick though. I've considered trying them out, but honestly, I can see how their ads blend in with everyone else. Very bland.

 

I use a guy from California who does phenomenal on my mailers. I've gotten tons of compliments them and it's brought in a majority of my customers.

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I can and will vouch for Robert's postcard effectiveness. Not only do they work in bringing customers into our shop, but the customers are very impressed with them.

 

It took Robert a while to convince me, but he is well worth every penny. I had a customer this week bring in a card we mailed out almost a year ago. That should tell you how much his cards get people's attention.

 

Not everyone may experience the results I did, but I can confidently say that his artwork and strategy will maximize your return.

 

As for his honesty, Robert has actually advised me at times to wait on mail-outs to time seasons and holidays just right. Finding a marketing person who will tell you 'Hold on to your money right now, we'll get better results in a month or so' is extremely rare these days.

 

FWIW, Robert has not told me I will get any sort of spiff or discount for referrals or my testimonial.

Edited by mmotley
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Great thank you for the testimonal.

 

On another note we run Yelp! ads and have landed a good amount of clients through it. Over 1,000 views a month more off the ads and we probably get a phone call 20% of the time. Check our Yelp! page out...

 

http://www.yelp.com/biz/brakes-to-go-mobile-brake-repair-austin-2?sort_by=date_desc

Edited by Jonathan Ganther
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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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