U.S. Proposes Spending $4 Billion to Encourage Driverless Cars
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By Joe Marconi in Joe's Blog4 commentsA recent study, done by Harvard Business School, concluded that the real problem with attracting and retaining employees has more to do with the workplace environment, not pay or benefits. While the study did find that an adequate pay plan and offering an attractive benefits package did help with recruiting and retention, it’s not enough to satisfy the needs of employees, especially those of front-line workers.
The study also stated that in 2021, many companies were convinced that giving raises, sign-on bonuses, and other perks would solve the worker shortage problem and prevent people from quitting. However, this strategy did not work. So, what does work regarding attracting quality people and keeping them employed?
Essentially, it all comes down to the culture of your company. Management: do all it can to consider the individual needs of your employees. Your employees want to feel that they have a voice, that their opinion counts, and that their role in your company is both respected and recognized. Yes, pay and a great benefits package will go a long way toward making your employees feel secure, but that’s only financial security. People want more than money.
To attract and keep top talent requires creating a company that people feel proud to work for. You need to reach the hearts and minds of your employees. Become a leader that people are enthusiastic about working for. You want your employees bragging to their friends and family that your shop is a great place to work!
Step one to attracting and retaining quality employees: Create an amazing workplace environment for your employees! Trust me, happy employees make happy shop owners too!
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By carmcapriotto
What are the challenges of making dispatch work in the automotive aftermarket industry? Our guests share their experiences with dispatch in their companies, emphasizing communication, flexibility, and teamwork. They also discuss the qualities of a good dispatcher and the need for policies and procedures in unexpected events. They stress the importance of simplifying technical information and building trust with customers. The episode concludes with a discussion of the interaction between dispatchers, customers, and technicians and the immense responsibility that comes with the job. John Long, Total True Automotive, Shertz Auto Service, Schertz, TX. John’s previous episodes HERE.
Nick Howard, GM at Reggie’s Motor Works. Steve Braun, Director of Sales & Customer Service, Ulmer's Auto Care, Cincinnati, OH. Reggie Stewart, Reggie’s Motor Works, and Noble Auto Service in Noblesville, IN, Euro Specialist. Reggie’s previous episodes HERE
Show Notes:
Watch Video Episode HERE The Art and Science of Dispatching [RR 849] Dispatch roles (00:03:13) The different roles involved in dispatch, such as parts person and dispatcher, and how they are separate in their companies. Creating an app for dispatch (00:04:39) The idea of creating an app for dispatch training and how it could help service professionals learn how to handle different situations. Dispatching in a Lean and Mean Shop (00:06:33) Dispatching in a two-store building with no parts people The Art and Science of Dispatching (00:08:05) The importance of having a culture and team strengths to support dispatching, as well as the balance between innate abilities and training. Finding the Ideal Candidate for Dispatching (00:10:12) The DISC test and the ideal candidate for dispatching, including the importance of customer service, rules, influence, and decision-making skills. Dispatch policies (00:12:53) The importance of having policies in place for dispatch, including what happens if the person in charge is unavailable. Handling roadblocks (00:14:22) How to handle unexpected issues that arise during the day, including adapting and finding solutions. Team dispatching (00:19:42) The idea of having everyone on the team responsible for dispatching, with clear goals and good communication. Teams Philosophy (00:20:22) The importance of having a team philosophy and how it affects efficiency and dispatch. Customer Experience Officer (00:22:21) The concept of having a CXO (Customer Experience Officer) in a business and how it can improve the customer experience. They suggest giving every team member the title of Chief Experience Officer. Dispatch and Diagnoses (00:25:15) The challenges of dispatching cars for diagnoses and repairs, and how they have adapted their dispatch process to improve efficiency. They also talk about the importance of setting expectations with customers. The line between scheduling and dispatch (00:28:27) The relationship between scheduling and dispatch, and how they need to work together to ensure a technician's successful day. Scheduling and dispatch goals (00:30:34) The goals for scheduling and dispatch, and how they need to work together to achieve them. Dispatch as a career path (00:32:55) How dispatch can be a career path opportunity, and how it can be a fun and rewarding experience. Communication is Key (00:35:46) The importance of communication in the automotive industry Flexibility is Essential (00:36:35) The ability to pivot quickly and adapt to changes is highlighted as a key factor in improving productivity in the automotive industry. Try it and Learn (00:37:58) The panel encourage shop owners to try implementing dispatch and learn from their mistakes, emphasizing the importance of feedback and communication in the learning process. Thanks to our Partners Shop-Ware and Delphi Technologies
Shop-Ware: More Time. More Profit. Shop-Ware Shop Management getshopware.com
Delphi Technologies: Keeping current on the latest vehicle systems and how to repair them is a must for today’s technicians. DelphiAftermarket.com
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By carmcapriotto
This week Hunt sits down with Laura Tierney from ShopLoaner to discuss bringing your loaner fleet into the 21st century.
• How can utilizing software streamline your workflow as well as actually generate money in seconds?
• What are some major pitfalls of having shop loaners, and how can you avoid those?
• Who is a good candidate for loaner cars, and who should you think twice about giving a loaner to?
• How can I recover costs from customers for gas, tolls, fines, and other charges they incur?
Thanks to our sponsor partner NAPA TRACS
NAPATRACS.com
Paar Melis and Associates – Accountants Specializing in Automotive Repair
Visit us Online : www.paarmelis.com
Email Hunt: [email protected]
Get a copy of my Book : Download Here
Click to go to the Podcast on Remarkable Results Radio
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By Ruben Van Zenden
Today, we simply cannot ignore social media, everyone is using it whether you are a fan or not. Personally, I think it has its negative and positive sides.
I have been looking at 100+ car repair shops and noticed that only a hand full are using social media marketing, for example, Facebook advertising.
Why are so few car repair shops making use of this, in my opinion, great opportunity to increase car count?
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By Joe Marconi
Premium Member Content
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By carmcapriotto
On Record with Tom Ham from the Automotive Management Network. Tom discusses a recent survey from his website about the stress level at work, reasons why someone would reject a technician application, health insurance and more! These results may surprise you!
Tom Ham, Automotive Management Network. Tom’s previous episodes HERE. Show Notes:
AMNSHOP.com laborratetracker.com - lowest labor rate so far is $50 and highest is $297 Management Help Polls: 130 types Why techs avoid working at some shops- low pay, dark/lack of lighting, dirty, disorganized Job applicants for possible reasons they might be rejected: 70% driver license issues, 68% frequent job changes, 66% negative comments about past employers, 64% know it all, 60% questionable attitude, 60% excessive demands. 59% inconsistent information, 58% late for interview, 55% listens poorly, 53% sloppy appearance, 53$ incomplete application, 51% lack of manners Pay portion of health insurance- 35% pay nothing, 19% pay full health insurance. Stress level at your shop ranked 1 to 10, 10 is maximum stress level- 40% rank their stress level at 8+, 81% say their stress level is average or above average, only 19% say their stress level is ranked 4 or less. “What do we do here that is not as clear as it could be, a bit confusing?” Service advisor responsibilities (are these regular tasks of your service advisor)- estimating, collect vehicle information, parts ordering and returns, labor claims, operation/management, quality control, assist technicians, pickup/deliver customer or parts (porter). None of these should be the service advisor responsibilities! Consider hiring an estimator/parts person Service Advisor Overload [THA 305] Service Advisor Overload: Part 2 [THA 312]
Thanks to our Partner, Dorman Products. Dorman gives people greater freedom to fix vehicles by constantly developing new repair solutions that put owners and technicians first. Take the Dorman Virtual Tour at www.DormanProducts.com/Tour
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