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Posted

I was at one of the shops last week, where I noticed a customer come in and start telling the service writer how her car is giving her problems since we last serviced it.

 

This is a new service writer and the senior guy was out on a dental appointment. The customer kept telling him how unhappy she was, and how she was not going to pay for all the shoddy work.

 

My guy was taken aback, and somewhat stumped, but the shop manager knows his customers well. He stepped in and greeted the customer, acknowledged her complaint and put her at easy. He looked up the service history and found all the notes about this particular customer. The last thing that was done to the car was rear brakes, but now she came in complaining about her steering.

 

When the car was inspected, road impact damage was found to the front suspension (lower control arm, strut, etc.). When she was asked if she hit something, she replied that she didn't know, and no one else drives the car.

 

Anyhow, we gave her an estimate, without batting a eye lash, she said, "oh, no. That's too much money." The manager stayed silent for a minute watching her, then, said "Okay then, you have our estimate, let me know when you are ready to proceed." She argued that it wasn't her fault, that it wasn't the front end problem, that it had something to do with the rear brakes, etc. The manager listened to her attentively, then again, said to her "I hear you. You have our estimate, let me know if you want to fix it or want to take it as it is". She called her husband, then passed the phone to the manager. I hear the manager repeat the estimate amount, and an approximate time when the car would be ready. The manager got the ok to proceed from the husband.

 

A friend of the woman had arrived by the time the manager was talking on the phone with the husband, as the call ended, the manager gives her phone back to her. She acknowledges the estimate and walks out with her friend.

 

I took a look at her account, they are a very long time customer. When I asked the manager about the account, he said they are weird customers but very loyal. The new service write said that he was glad the manager was there because he really would not have known how to deal with the "lady".

 

The point? Customers are out there that are difficult and you can't take it personally, they are just savvy people that know how to take every opportunity to their advantage.

  • Like 3
Posted

Wanna talk about the ridiculous, today a guy stops by the shop with a 2013 Escalade, tells the SW that he has a front tire that is losing air fast. "No problem", says the SW, we can patch it for $24.95. "No." says the guy, "I have my own air compressor, I just need to plug it in to get some air". You know, like the 110v outlet. Unbelievable!

  • Like 3
Posted

Had one come in the other day for a battery but wouldn't buy the Interstate I had in stock. Why.... because it was the wrong color. Their battery was white and black not green and white. I was told I should find a new job because I obviously didn't know my job very well. chuckle...chuckle... I held the door open so they could leave.

  • Like 2
Posted

Before and after repairs and some customers will still try to blame you

For the ever since.

Usually it is six months down the road but they are just bringing it up now.

 

In this case I never accept

Responsibility for creating a problem I know I did not create.

Instead I urge them to let me take a look at it during the appointment and find out what may have arised.

 

Usually after more questioning they admit hitting something or taking it to another shop for related repairs.

 

It is offensive when they insinuate you

Messed their car up even when you know they're lying.....yes customers lie and it sucks but you Just have to stick to your guns and be adamant you will find the problem but also let them know it will cost some diagnosis time.

That one time that you forget to mention and note a noise or strange vibration during a test drive is the one that will most

Likely get blamed in you in the future.

 

Don't just discuss it with the customer, document it.

I had a guy blame me for a brake noise after we discussed it prior to repairs .

It was a fluid sloshing noise in the brake line that reverberated under the car

When you stepped on the brake pedal hard.

 

The customer and I discussed it prior to repairs but I did not document it and have him sign an affidavit...lol.

 

After I did the brake job the noise was still there and the customer blatantly denied our discussion about it, denied he told me it was doing it for quite some time and insisted I caused it.

I was mortified but I ended up getting his brake controller replaced under warranty at the dealership since it was covered for ten years due to an ungodly amount of customer

Complaints of this issue.

 

Needless to say I refused to do any further work for that guy and I told him so after everything was all said and done .

He never even thanked me for taking care of his problem that he blatantly lied to me about.

 

Wanna know the kicker?

He is a police officer, high up in rank too.

 

Nice guy huh?

  • Like 2
Posted

There are a ton of weird people out there. Some do it to try and have their way, others do it because they are just jaded, and bitter individuals. They have lost all hope, and think everyone is out to get them. Others are just a mess and irresponsible, and others are just plain loonie:

 

I had a guy bring me an X5 with the rear suspension on the ground. After looking at the car I found all kinds of DIY disasters. I took pictures of everything, and noted it on the inspection sheet. Except the guy would not sign. I told him Sir, this is in both of our best interests. It is for insurance purposes. I am required to do this. He would not sign. Said I'm not signing anything, pulls out cash, and says here this is for checking it. I'm good, I got the cash. I went back and forth with him, explaining it is not about the money. It is for liability purposes, vehicles have to be inspected, and signed off on prior to any work performed. Florida law. Guy says, well take it down, I'm not signing anything. So I did. Parked it outside, and guy jacks it up in the parking lot, and commences to tinker with it in my lot! I just left him be, figured not worth to expend the energy. I probably should have called law enforcement when I think about it though. Eventually he left, but not without leaving bolts, trash, and wire ties all over my parking lot.

 

Another case I once had was with a customer who brought me a MINI Cooper. It arrives on the tow truck. Guy seemed really cool, really friendly. Tells me "I'm a bus mechanic at the county. This here has a bad oil pump. I don't want to get into it though, rather let someone else handle it. Too tight in there." I was already skeptical but w/e. Signed off on the quote, and got started. Once I opened up the engine, it was apparent the guy had never done an oil change to save his life. I mean it was sludge city in there. Car also had 158k miles. I contacted him about the findings. I tell him buddy, your problem is further than an oil pump, that engine is sludged really really bad. We need to pressure flush the entire lubrication system, and see where that takes us. My advice would be to remove the rod end caps and inspect all the rod bearings, before proceeding forward. No sense in trying to salvage a bad engine. Well, when I pulled the oil pan, I found a rod laying in all it's shattered glory, at the bottom of the pan. I got a bad feeling instantly, but I called the guy anyway. Told him about the bad news, but that I had a spare MINI engine with under 80k miles verified. Guy's response to me was "No I can't do that, how much to rebuild the one that is in there?" I tell him a lot more than just swapping engines. Plus the down time, and honestly, I just don't have the time right now to dedicate to such a large project. His response was that the car was a lease, and he could not swap the engine because they check that.

 

Car was over 5 years old, and had 158k miles. If it even was a lease, that would be the least of his worries.

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  • Have you checked out Joe's Latest Blog?

         0 comments
      The Technician Shortage Is Our Fault, And It's Time We Own It
      Nearly every day, I hear shop owners complain: "There's a technician shortage. We can't find qualified people. There's no one out there." If that's true, then who's to blame?
      The industry? The schools? The government? I don't know how you feel, but who promised us an endless supply of qualified technicians?
      Another common complaint is that young people do not want to work in the trades. Well, if that were true, then why are other trades such as HVAC, electrical, and plumbing growing? What are they doing that the automotive industry is not? 
      Here's the reality we need to face: We do have a problem, but we shouldn't look for someone or any entity to rescue us. Not the government. Not the trade schools. Not the recruiting companies. No one owes us a workforce. If we want great people in our industry, it's up to us. At some point, we need to own up to the truth: Building a pipeline of qualified technicians is our responsibility.
      In this blog article, I will break down the key reasons we are in this situation today and what we, as an industry, can do to solve the technician shortage. Are you ready to look in the mirror?
      Have We Pushed Technicians Away?
      Let's take a look at flat-rate pay. True flat rate, which pays a technician only for the hours they produce, is a controversial pay plan that emphasizes high production levels and creates a competitive work environment that, if not properly controlled, can lead to increased mistakes and a decline in morale and team spirit. Additionally, the stress and physical demands placed on technicians as they age are not favorable to long-term employee retention. What do we do with technicians as they grow older into their fifties and begin to slow down? 
      I have heard all the arguments and pros and cons of flat-rate pay, and I am not going to judge any pay plan. Let the facts speak for themselves. True flat rate has changed in most areas around the country and has evolved into a pay plan that gives technicians some pay guarantee.
      Many shop owners have learned that team morale, along with the opportunity to earn income, is important to technicians and to the company's long-term success. But let me ask you: how many technicians have left or been pushed out over the years because of the old flat-rate pay system?
      Another issue is the workplace environment. I remember being grateful to be hired as a young technician at a local repair shop. While very thankful, the work environment was not ideal. The shop owner kept the bay doors open year-round (I am from New York) unless it rained or snowed. He felt that if the bay doors were closed, customers might think we were closed for business. We had no heat and no hot water. Many of the jobs were done outside, year-round,  in all types of weather. The starting pay was minimum wage, with no benefits, sick days, or vacation pay. 
      Now, again, I need to point out that I was truly grateful for the opportunity this shop owner gave me. I learned a lot working there, and the experience was pivotal in my career. But looking back, I wonder how many people were discouraged by these working conditions?
      While the physical demands of the repair workplace are daunting, perhaps even more critical is the culture. Too many of my generation shop owners preached the mindset of "my way or the highway." We were the business owners, after all. We started our companies, took all the risks, and provided jobs. Why shouldn't we be the ones to set the ground rules our way?   
      Many of us found over the years that the "my way or the highway" mentality was a sure way to isolate employees and make them more likely to look over the fence for greener grass. In other words, it led many technicians to seek employment elsewhere, where they felt they could be appreciated and recognized for their hard work. The issue, however, was that there wasn't much green grass around. Disappointment after disappointment, bouncing from repair to repair shop, eventually led to despair. So, I ask you: were workplace conditions a contributing factor in today's technician shortage?
      Another factor that we are all well aware of is the complexity of the modern automobile. When I started, the work was mostly physical, and you were required to master essentially three vehicle models: General Motors, Ford, and Chrysler. Let's fast-forward to today. The evolution of automotive technology, along with the extensive training and tools required, has outpaced the typical technician's pay compensation, with no clear career path. Again, leading to frustration and insecurity about the future.
      Here is the bottom line: people don't leave their job; they leave their experience. We must do a better job. 
      The News Isn't all Bad; Your Next Steps to Fix the Technician Shortage
      To fix the technician shortage, it will take a combined effort from everyone in the automotive industry, particularly automotive shop owners. Shop owners are in the perfect position to make the greatest impact, not only on their businesses but also on the future automotive workforce.
      First, shop owners must become better leaders and understand that their ultimate success is directly dependent on the people they assemble around them. Any shop owner who mistakenly believes they can build an empire solely on their abilities is destined for serious disappointment. Business owners who think like this will eventually plateau. Without the collective contributions from a team of qualified people, your business will stall; it will not continue to grow.
      Create a workplace that attracts top talent: a clean, professional, well-equipped facility designed to support productivity, teamwork, and a career, not just a job. Build a great reputation in your community by getting involved locally. Become the auto repair shop that people take notice of as "the" place to work.
      Next, shop owners must become more financially knowledgeable. Knowing your numbers and what you need to achieve for a strong bottom-line profit is essential to paying technicians the money they need and deserve. Profit will also allow you to compete with other trade industries by providing a benefits package that has real take-home value and security.
      When it comes to culture, this is where the rubber hits the road. People crave recognition, praise, and a sense of purpose. Despite what you hear, people are not just money-motivated. Once people feel secure in their financial situation, retaining and motivating technicians can only be achieved by connecting with them on an emotional level. You cannot show enough appreciation. Give out praise for a job well done as if your business depended on it, because it does.
      As technicians age, we need to have a place for them. Expecting a 58-year-old to perform like a 35-year-old is unrealistic. We need to be more focused on career pathing. Provide training, skill development, and coaching to develop leaders and mentors within our older workforce. While their bodies may have slowed, the knowledge they have gained is priceless. 
      Our future is dependent on young people entering our industry. We need to give more young people opportunities. Every shop owner across the country should consider hiring an apprentice, then build an apprentice training plan and career path for them. If every shop did this, we could solve the technician shortage within five years. Get involved with the trade schools and high schools in your area. Look into the NAPA Apprenticeship Program. Don't sit on your hands with this one. Do it today.
      Lastly, don't get left behind. Commit to ongoing training for all your employees. Keep up to date with tools and equipment tailored to your business model. Don't try to be all things to all people and all vehicles. Identify your core profile customer and the vehicles they drive, and become an expert on those vehicles and the services you offer.
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