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Auto Parts Sales Rep Preference


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I buy most of my parts through oreillys. I'm 20 miles west of one store and 20 miles east of the other. Both stores deliver to me. Many of the employees there have become good friends, and my part time service writer is an assistant mngr at one of those stores. I get great service from them. I like the fact that they deal with a lot of the diy crowd. Once they get over their head, the guys at the store usually refer them to me. I'd say 10 to 15 percent of my new customers this year are referrals from oreillys. I'll take that kind of advertising any day.

 

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I prefer dedicated, that being said I refuse to buy from O'Reillys. The store near us is a joke, and I got ahold of one of the internal magazines they give employees, they brag about opening up stores near other ones and putting them out of buisness. Also there labor claim stuff is a joke.

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I prefer dedicated, that being said I refuse to buy from O'Reillys. The store near us is a joke, and I got ahold of one of the internal magazines they give employees, they brag about opening up stores near other ones and putting them out of buisness. Also there labor claim stuff is a joke.

I filed my first labor claim with them a few weeks ago. I'm supposed to get expedited claims since I joined their program... Nothing yet so far :/

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  • 2 weeks later...

I Prefer a dedicated parts guy. I don't have a Oreillys near me, but I broke down in my personal car once and figured it out and they were the closest parts store. I bought a distributor from them and 3 weeks later it died. (My first and last transaction with them) . I replaced it with a part I knew from my local guys and never had a problem. . I buy from Advance most of the time and have only had 2 labor claims. I believe one was same day and the other was next day. . Cant believe any place could take weeks? :/

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  • Have you checked out Joe's Latest Blog?

         0 comments
      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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