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Hi from Ireland


FabVinny

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Hi, I'm a former parts advisor not a shop owner but looking for some advice. My local repair shop is a friends one man setup. I told him I'd ask here for any suggestions on improving things.

 

We have a lot like this in ireland. The local parts shops don't (As a rule) have online ordering.

 

I'm wondering if anyone has suggestions on how best to run a one man repair shop. I can see a lot of time spent on parts ordering and general interruptions.

 

Any suggestions on how to organise work flow etc appreciated. Anyone sharing the cost of services etc among a few owners?

 

Hope this rambling makes sense!

 

Thanks

Vinny

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Hi, Vinny!

 

Welcome! Here in the U.S.A. online parts ordering is made much easier by the use of Vehicle Identification Numbers. You plug in the VIN into the program and it list the parts that should fit your particular vehicle. Do you guys have something like that there?

 

I have a good friend that moved to England about two years ago, he is phenomenal with diesel repair, I will see if I can get you in touch with him, I am sure he can share some good ideas with you.

 

-Harry

Edited by HarrytheCarGeek
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Thanks. The motor factors (parts stores) have online catalogues that can use vrm - vehicle registration number - to identify the correct vehicle but it's only used by them at the counter. No customer has remote access as far as I know. I can phone them and they look it up for me. some of the distributors have on line catalogues but they don't supply direct to trade.

Broadband Internet access is bad here in a lot of areas so think that might be why access is low

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Hi Joe, I'm was hoping to get some ideas on how to improve things so my friend would see that there's a more efficient way of working.

 

I'm familiar with the parts business so that's what I see first. I'm sure there's a lot that I don't see. My friend says he's too busy just getting work done to stop and analyse things, and he thinks forums are a waste of time (no offence intended!)

 

I've set up an email address for him and each car now gets a leaflet telling them they can book their car in by sending an email rather than phoning.

 

Early days but it seems to be working. There's been a reduction in interruptions for simple appointments since.

 

Another thing we've done is to schedule maintenance services for specific days. Cars are in, done and out fast with an appointment date set for the next service showing on the invoice.

 

I'm doing all the organising at the moment but hopefully my friend will eventually see the benefits and work with me on this, or pay a consultation fee! ;-)

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  • Have you checked out Joe's Latest Blog?

         5 comments
      I recently spoke with a friend of mine who owns a large general repair shop in the Midwest. His father founded the business in 1975. He was telling me that although he’s busy, he’s also very frustrated. When I probed him more about his frustrations, he said that it’s hard to find qualified technicians. My friend employs four technicians and is looking to hire two more. I then asked him, “How long does a technician last working for you.” He looked puzzled and replied, “I never really thought about that, but I can tell that except for one tech, most technicians don’t last working for me longer than a few years.”
      Judging from personal experience as a shop owner and from what I know about the auto repair industry, I can tell you that other than a few exceptions, the turnover rate for technicians in our industry is too high. This makes me think, do we have a technician shortage or a retention problem? Have we done the best we can over the decades to provide great pay plans, benefits packages, great work environments, and the right culture to ensure that the techs we have stay with us?
      Finding and hiring qualified automotive technicians is not a new phenomenon. This problem has been around for as long as I can remember. While we do need to attract people to our industry and provide the necessary training and mentorship, we also need to focus on retention. Having a revolving door and needing to hire techs every few years or so costs your company money. Big money! And that revolving door may be a sign of an even bigger issue: poor leadership, and poor employee management skills.
      Here’s one more thing to consider, for the most part, technicians don’t leave one job to start a new career, they leave one shop as a technician to become a technician at another shop. The reasons why they leave can be debated, but there is one fact that we cannot deny, people don’t quit the company they work for, they usually leave because of the boss or manager they work for.
      Put yourselves in the shoes of your employees. Do you have a workplace that communicates, “We appreciate you and want you to stay!”
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