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tech's with side job's


rngarage

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How do you handle tech's with side jobs ? He's my best tech, but he think's he run's the show. I want to allow as much freedom as possible but it's getting out of control. I don't want to be brutal with him but am not going to tolerate this kind of aboardance. Any advice would be appreciated.

 

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Great Tire Deal

you actually let him do side work in your shop? are you insane? We have nor will ever allow that. What they do on their own time away from shop is fine as long as they arent soliciting our customers.

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No ifs ands or buts, it is in our employee handbook. One guy does some 2 stroke and snowmobile stuff and one guy does paint (which we do not do). They respect us enough to let us know when they are doing something on the side.

 

Outside Employment: Employees may hold outside jobs in non-related businesses or professions as long as the employee meets the performance standards of their position with Paradigm. Unless an alternative work schedule has been approved by Paradigm, employees will be subject to the company’s scheduling demands, regardless of any existing outside work assignments. Paradigm office space, equipment, and materials are not to be used for outside employment.

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No side work - Legally it can come back to haunt you and your shop - We offer are tech's a commision over and above to bring thier Reffereals , Family , Friends to the shop.

 

Your name is on the shirt he probaly wears doing side work and or gets the parts . Just messy - We lost a very good tech doing this but guess what the next two jobs he was let go for too much side work.

 

Thanks Dan R.

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How do you handle tech's with side jobs ? He's my best tech, but he think's he run's the show. I want to allow as much freedom as possible but it's getting out of control. I don't want to be brutal with him but am not going to tolerate this kind of aboardance. Any advice would be appreciated.

 

so how did you handle this? all good?

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  • 6 months later...

As a business you are responsible to your customers. You rely on your employees to support you in this but in reality all the responsibility rests on your shoulders. If your tech is doing side work, even at home or another location, then he will favor his clients over yours because he is fully responsible to them whereas responsibility to your customers is shared between you and he.

 

If I find out that any of my guys are doing side work, even at home, they are fired immediately.

 

When heads roll that sends a clear message to everyone else that if they want to work there they abide by the same rules. Vice versa if you let this guy walk on you then everyone is going to be asking.

 

Just like you and me I realize that all their friends are going to be asking them for help with their cars. These guys have skills and to bottle them up can sound cruel to them and so my answer is this: No revenue for side work, not even parts. You can help your friends if you don't charge them a dime. They have to go to Oreilly and pay retail for their parts and bring them to you, then you can help them. Otherwise you are a referral partner and drive traffic to the shop. If I find out that you are competing with me then your employment will be terminated immediately.

 

Follow through or your guys will walk all over you.

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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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