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Question for Mitchell Users


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Good afternoon everyone,

 

I had a quick question for all of the Mitchell 1 SE users out there. I've been trying to look for a way to track the amount of new customers that come into the shop. Either by day, or weekly. I have yet to find a way to do that. Is there a way?

 

Thanks in advance!

 

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  • 2 weeks later...

Also, The top of the W.I.P. ( work in progress) page, there are icons going across, the 9th from the left is a globe, It is a Mitchell forum. Ive used it many times, and its all Mitchell users. VERY handy!

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Don't forget on the "vehicle" page there is a customizable drop down in the center that you can use the label "new customer".

Access the report under the "management" tab then " referral - inv sources", yea its a little tricky like everything Mitchel.

 

The challenge is to make sure everyone on Mitchel uses the labeled buttons otherwise it is meaningless. I wish Mitchel let admin pick the defaults so no one forgets to input correctly, but it doesn't.

Dave

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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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