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Is 2016 the year?


Jeff

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Jeff, I wish you well and much success! Happy 2016!

 

I think you can achieve your goal, and it is much doable if you focus and wish to pull it through. If I may, let me share a tip for you that may help you meet your goal for 2016.

 

Take small deposits for the work you can pre-sell, try this and see if it helps you keep busy and profitable. For example, if the customer's car needs a timing belt and water pump for $650, tell them that if you are willing to take $xx off if they leave you a $10 or $15 dollar non refundable deposit. Play with the numbers until you find your sweet spot. Adjust your terms as to what works best for you.

 

I learned this from another gentleman that told me the secret to this is that people do not like to "lose" little money, they will return just for the sake of using up their deposit.

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I'm in the same situation, I hope 2016 is the year for me also. I've learned a lot in the last couple months, and finished the year pretty good, the last couple weeks hit a rough patch. I'm trying to recoup from that and focus like I was. I'd also like to double my numbers this year, the last 2 months I hit numbers close to what I needed to do that so as long as I can keep going I should be there.

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Jeff, good for you setting high goals for yourself and your shop. I certainly don't have all the answers for you but my company recently put out an e-book that has a lot of information about growing your business and improving sales. We currently work with glass shops, so I am not trying to sell anything but there are good tips that could very easily translate to an auto shop. http://content.gtsservices.com/improve-your-sales-ebook

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  • 4 weeks later...

Goal setting is important! Set realistic goals that challenge you every day but are not too far out of reach. You need achievable goals that will make you work your ass off to hit but don't make them so hard that you won't achieve them. I have been setting sales goals for my service adviser team and we review them daily (multiple times a day), weekly and at the end of the month. It has really helped us out a lot.

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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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