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Posted

Hello Everyone,

 

My name is Robert, I own and run a transmission shop. I recently was given an opportunity to take over an auto repair shop without much investment but I don't have as much experience in the general automotive field. I don't know what kind of repairs I should be targeting or what kind of shop supplies I should stock up on. I figured I would use this shop to help with the overflow of my transmission shop just to make sure theirs income coming in. I would appreciate any kind of advice or tips.

 

 

Thanks...Robert

  • Like 1
Posted

Robert,

 

Welcome to the forum! The general services can be a perfect addition to your

current business for a number of reasons.

Is the new shop close to your existing business?

 

What do you mean by overflow? Are those jobs you're trying to turn out faster?

Or are you talking about something different? What kind of work are you doing

now? Is it retail? Is it wholesale? Is it commercial?

 

What kind of work are they currently doing out of the shop you're looking at?

 

You answers to the above questions will help to provide some suggestions

and direction.

 

 

  • Like 1
Posted

I believe that non-mechanic owners have 10x the struggle to succeed. I'd stick with what you're good at.

 

My personal opinion is the opposite.

How many former mechanic shop owners out there are struggling and failing because they have been "in the business" for so long?

They spend all day working in the business, doing things as they always have been, running on autopilot.

Instead, they should be working ON the business, watching KPIs, managing people and planning for the future.

 

I believe that non-mechanic owners have a different view of the business, look at it more like a business then a job.

Obviously training and learning how to run the business is essential, but non-mechanic owners don't get caught up in the day-to-day stuff as much IMO, they work ON the business more.

There is still a struggle, but it's a different kind of struggle.

I'm sure there's several owners on here who will agree with my opinion (Xrac I believe is one).

  • Like 2
Posted (edited)

 

My personal opinion is the opposite.

How many former mechanic shop owners out there are struggling and failing because they have been "in the business" for so long?

They spend all day working in the business, doing things as they always have been, running on autopilot.

Instead, they should be working ON the business, watching KPIs, managing people and planning for the future.

 

I believe that non-mechanic owners have a different view of the business, look at it more like a business then a job.

Obviously training and learning how to run the business is essential, but non-mechanic owners don't get caught up in the day-to-day stuff as much IMO, they work ON the business more.

There is still a struggle, but it's a different kind of struggle.

I'm sure there's several owners on here who will agree with my opinion (Xrac I believe is one).

 

Basing mine of past and current experience of businesses I have purchased and currently work with. This business is not, nor will it ever be "cookie cutter" so unless you came up through the ranks it will be much tougher on non-mechanic owners. Just because xrac is doing fine really means nothing in regards to who will struggle more in this business. What you're talking about is delegating and having the right people doing the "business" side of things. Like I said, this is just from my personal experience and I've had a lot of it when it comes to dealing with failing shops. There are hundreds of better investments for non mechanics then auto repair shops, and so much less of a struggle.

Edited by phynny
Posted

Seems as though you guys are trying to say technicians cant be businessman also? If there are 2 separate shops both with knowledgeable businessman owners and one has been a tech and one not, I'll put my money and statistics on the tech own shop any day. Right now I'm at a Midas with a non mechanic franchise owner and I see the complete opposite of what you're saying xrac, he doesn't understand why spending 1k on software updates is needed.

Posted

Thank you all for responding. I very much appreciate it.

 

To respond to Elon.

 

-My transmission shop is currently always backed up and we have so much carry over on a weekly basis. I was thinking of sending a few jobs down to the new shop to help raise revenue before we gain some momentum and some of the advertising campaigns kick off. Yes, I am trying to turn the jobs out faster. My shop is often having to turn off our advertising to catch up but this is on transmission repairs.

 

-My transmission shop is currently doing about 80% retail and 20% wholesale.

 

- Right now, the shop is just doing brakes, oil changes, tune ups, timing belts. I'm new to advertising and marketing general automotive.

 

Again, thank you all for your insights.

 

Thanks...Robert

Posted (edited)

It's funny, when you know something, it seems so simple, when you are ignorant even simple explanations seem complicated.

 

Businessman-->monetizes--->Tech knowledge and labor. "Buys low and sells high, must make a profit over all his expenses to stay in business."

 

Tech---> Sells knowledge and labor to---> Businessman. Must make more money than the cost of his living expenses and necessities and taxes to work for Businessman.

 

If you are single man shop you wear many, many, many, hats. You are businessman, tech, accountant, salesman, manager, parts guy, delivery guy, janitor, etc.

 

A good businessman knows he must make a profit to stay in business. He knows his customers, and what to charge the different segments of society, i.e., a cashier driving a 1994 nissan sentra can only afford certain amount, vs the IT vice president driving the 2011 Audi S8. To the tech, changing front rotors and pads is somewhat similar between the two cars, but one thing is certain, it will consume some of the tech's time for sure. If both cars only pay 1 hour for the similar job, it does not make much difference to the tech, as he will get paid for his hour. On the other hand, the businessman has to know that the profit will be greater with the customer that has more disposable income.

 

EDIT: P.S. apologies for hijacking the thread.

Edited by HarrytheCarGeek
  • Like 1
Posted

Thank you all for responding. I very much appreciate it.

 

To respond to Elon.

 

-My transmission shop is currently always backed up and we have so much carry over on a weekly basis. I was thinking of sending a few jobs down to the new shop to help raise revenue before we gain some momentum and some of the advertising campaigns kick off. Yes, I am trying to turn the jobs out faster. My shop is often having to turn off our advertising to catch up but this is on transmission repairs.

 

-My transmission shop is currently doing about 80% retail and 20% wholesale.

 

- Right now, the shop is just doing brakes, oil changes, tune ups, timing belts. I'm new to advertising and marketing general automotive.

 

Again, thank you all for your insights.

 

Thanks...Robert

Robert,

 

When you're looking at this new shop, here are a couple of things to consider:

 

1) How many loyal customers does the existing shop have? My definition of a

loyal customer is somebody who comes in two to three times, on average,

within a 12-18 month period. If you think about it, most customers are having

auto repair services done two to three times per year. So, it's important to

know how many are using THAT shop for all of their repair and maintenance

needs now?

 

2) What existing employees do you think will be staying, if any?

 

3) Would you be providing the same services as they currently offer, or would

you be adding additional services? Or subtracting any services?

 

4) How much of their sales are based on marketing, such as loss leaders? For

example, if they're doing $15,000 per week in sales, but the majority of the

sales are quick oil changes with nothing else, you're going to have to be

prepared to continue that same business model OR be prepared to educating

every single customer that you're no longer just going to be doing just the normal

20 minute oil changes. You're going to be offering a higher level of service

than they're used to.

 

Also, if their transactions are all coupon or promotion-based and the

customers aren't buying anything else... that tells you something about

how that business is perceived by the people, in that area.

 

5) That brings me to the other question, which is: are you planning on

keeping the current name? If you're keeping the name, what are the

current reviews like?

 

The biggest thing to consider is: Selling general services is a much different

business model than providing transmission services because general

service customers believe everyone does the exact same thing. So, you're

going to have to be able to communicate why they should your shop

over all of their other choices, in your area.

 

So, based on that, what is it you believe will be the reason the vehicle

owners around that shop should use it - over the many other ones

available to them?

 

Do you already know what that is?

 

 

 

 

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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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