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Shop Sales Goal Setting


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I am working on a white board for our shops goals for this coming June. This board will include monthly goals for sales, car count and average repair order amount.

 

As the owner I expect at least a 10% growth. My confusion is 10% over what? Last month or last June?

 

My shop seems to have a life of its own depending on the month. How about your shop?

 

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Okay... here is the story. I actually have 2 companies.

I started as RI Used Tire in 2008. In 2009 I began to add tires to a web site. My customers like it so much that I hired an outside source to help me design a database that I could easily add and subtract my tires online. 1 year later UsedTireShop.net was born. My software company has grown and grown and now we have tires shops all over the world using our software.

 

In 2014 my insurance company sent me a letter stating that I could no longer sell used or aged tires. So I switched from RI Used Tire to RI Tire and Service. At this time I was okay with it because we were under a construction nightmare and there was no way I was getting my usual 80 - 100 cars per week. There is awesome money selling used tires but you have to get at least 80 cars a week.

 

Fast forward to today and I am looking to change from RI Tire and Service to Primary Care Auto Repair. I hate selling new tires because of the low profit margin. I will be glad to get the word TIRES out of my name.

We are currently a value added shop. We pick up and deliver, We wash and vacuum every car and we have an impressive marketing program.

 

An that is my tiring life in a nutshell.

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Okay... here is the story. I actually have 2 companies.

I started as RI Used Tire in 2008. In 2009 I began to add tires to a web site. My customers like it so much that I hired an outside source to help me design a database that I could easily add and subtract my tires online. 1 year later UsedTireShop.net was born. My software company has grown and grown and now we have tires shops all over the world using our software.

 

In 2014 my insurance company sent me a letter stating that I could no longer sell used or aged tires. So I switched from RI Used Tire to RI Tire and Service. At this time I was okay with it because we were under a construction nightmare and there was no way I was getting my usual 80 - 100 cars per week. There is awesome money selling used tires but you have to get at least 80 cars a week.

 

Fast forward to today and I am looking to change from RI Tire and Service to Primary Care Auto Repair. I hate selling new tires because of the low profit margin. I will be glad to get the word TIRES out of my name.

We are currently a value added shop. We pick up and deliver, We wash and vacuum every car and we have an impressive marketing program.

 

An that is my tiring life in a nutshell.

 

I see I was just curious because about 40 percent of my business is used tire sales. I buy them by the truck load.

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I agree with bstewart, you must use the same month from the last year to set the bar. If I may say so, also keep an eye on all the necessary k.p.i.'s. Additional 10% in sales means nothing if the gross profit, cost of goods, etc are out of line. The only victory is in having all your KPI's in line AND a 10% improvement in sales. Just as important is letting your staff know what the company goals are, the plan to achieve them, and the all important WIFM.

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The 10% is what I feel is a minimum growth a shop should have.

 

 

Thanks UTS, I was just curious as to how you made your growth plans and determinations.

 

You know, given the Fed's mandates: http://www.federalreserve.gov/newsevents/speech/brainard20160603a.htm

 

 

 

This is critical for making progress on the Committee's dual mandate objectives of full employment and 2 percent inflation.

 

I was thinking that 10% growth YOY, would be extremely aggressive.

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Gotta agree with Harry. 10% is aggressive. As we get better at what we do, it will get harder to achieve big sales increases unless the plan includes expansion. We had a really great summer last year and our guys are looking at our 8% goal with some nervousness. If we achieve it, 2017 will be even tougher. You have to get buy-in from your staff on whatever goals you set. If they don't think it's possible, it probably won't happen.

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10% is achievable for us because of 2 factors.

 

1. We went from a used tire shop to a complete repair facility.

2. In 2014 and 2015 we were in the middle of a construction zone. The construction crew is still in the area but not in front of our shop. It was hell from July 10, 2014 until mid August 2015.

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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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