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The Basic Tools Have Changed - timing lights and meters have given way to micro processors and sensors


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The Basic Tools Have Changed

 

 

What would you do if tomorrow all your scanners and internet connections just completely stopped. Would you be able to perform your job? For some, it would be quite impossible to even begin the day, let alone make it to lunch time. As for your car, well that’s a different story all together. In some ways, yes, in others… not a chance.

 

 

If such a thing happened, you’d hear the senior mechanics shouting, “Ya gotta learn how to use the old basic tools! Otherwise you’ll have to rely on those confounded computers for everything!” These days nearly every repair requiring any sort of data has something to do with a computer, whether it’s for checking service codes or looking up specifications. I doubt too many shops rely on the old hard copy book anymore. But, that’s the catch to this modern world of auto repair. The basic tools of the trade have changed. Sure, the fundamentals are still the same, but the tools, those every day diagnostics tools and those basic every day jobs have changed.

 

 

I’m sure the next generation of techs would find it hard to imagine a time when a dwell meter and a timing light were on the top shelf of every mechanics tool box. Back in the day, they were the “go to” testing equipment. You couldn’t walk through a shop without seeing the flashing strobe of a timing light, and I’d hate to even guess how many hours I’ve spent under a hood with one. But, times have changed, and those basic tools have been replaced with microchips and sensors.

 

These days, in most of the trade schools the emphasis is on learning to read diagrams, use scanners, and doing the hands-on under the hood training. Which is all good, and well worth it. I doubt a lot of time is spent on learning how to use some of those out dated and antiquated tools of the trade . . . if at all. There’s only so much you can fit into the classroom time. The instructor will probably mention them, spend a quick minute or two on them, but it’s not a tool most of the new students will even use in their future. There’s no doubt the technology has changed, not only the basic tools, but the teaching methods as well.

 

Just the other day I ran across a post on Facebook from a young tech who was trying to solve a problem on an early 80’s car. He was thinking the problem had something to do with the O2 sensors, but his ever reliable scanner wasn’t able to read information on that old of a car. As he put it, “Without the scanner I’m lost.” He didn’t know how to check an O2 other than using that “confounded” computer. So instead, he passed the job onto another shop. Probably one those shops with a few old timers around who still knew how to check one.

 

I can picture the whole scenario. The young tech takes the car to one of those shops that have been around since the earth was flat, and some old gray haired tech steps up to the challenge. He’s probably that same guy in the far corner bay who listens to 60/70’s rock music in the background and relies on a volt/ohm for everything, all the while sharping his ever shortening test light to a fine point. But, that young tech watches intently as the old timer shows him how to check it with those “old” basic tools of trade.

 

What if a car from the 40’s or 50’s showed up at your shop? Would you know how to repair it? There’s not too many guys left around from the generation of magnetos and 6 volt systems, and those tools and testing methods are getting lost with each passing year. For me, I’ve learned most of what I know on those old systems from the old timers in my life. The whole point of this is, “Should the new up and coming techs know some of the old methods of testing?” Sure some of them, if not a brief description of how to use those tools from a few decades ago. There’s still quite a few of those cars out there.

 

To put it another way, not everything you learn in this business is out of a book or from a classroom. Some of it comes from being around those who have experienced it firsthand. That’s really how knowledge is passed down from generation to generation, and that includes the use of those basic tools of the trade.

 

But, in today’s fast moving and ever changing automotive repair market, learning some of the old school methods may sound important, but at the same time a lot of those old procedures and basic tools are practically useless. Some of the old methods and tools have been improved upon so much by modern technology that the original basic tool is almost unrecognizable in comparison to today’s version of the same tool or procedure.

 

For example: holding a long screwdriver up to your ear and listening for a loose rocker arm, or checking a misfire by dead heading each spark plug wire with a test light could be considered dangerous, if not entirely unacceptable practices now. Besides, with most of these new cars you can’t even get that close to everything.

So, a little note to the old guys: Someday a young tech might come up to you and ask about the tools of the trade that you used back in the day. Give them a little schooling on the ways it used to be done. They might ask you what a growler is, or how to use a timing light, or how to bubble balance a tire. Show them, teach them.

 

But, keep in mind you younger techs, one of these days you’ll be the old timer in the shop, and you’ll be the one showing the next new generation your version of the basic tools of the trade.


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Posted

Great article !! luckily I came into this business at the end of the rebuilding of parts and all the manual checking of components. So I got the best of both worlds. Old cars not a problem points, condensers, setting dwell and timing bring it on LOL. One thing made me laugh the old Growler turn on the big magnet set your armature in it, place your hacksaw blade on it and turn it get a dancing blade a shorted armature ..Replacing the brushes using small drill bits or paper clips to hold them in place as you slip the armature in .. LOL yea none of the new guys would have a clue in fact I like pulling out the old tools every once in a while and quizzing the guys to see if they have any idea what it is or how to use it. Even some of the not so old tools like the off set 10 mm and 19 mm wrenches for the ford escort crank bolts and t/belt tensioners , the long torx bit for the ford van plenum... I can go on and on even a DVOM new guys would say "what is that" LOL

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Posted

yes, old tools. There is a lot of them around, some lost but for the most part can't be used in today's world, and have been replaced by a far better tools and as you know at a much greater cost then those old tools!

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         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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