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Technician Training


tirengolf

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Need a little help guys. I have 2 younger employees that I want to get into some scanner training , A/C trainingg ,Etc. One guy is 24 another is 34, they need to be polished up. They are invested in the business, buying tools, doing the local training stuff , doing there ASE stuff. they want to learn. I guessed they have passed the test for me. I really think I may need to get them polished up, keep there mind busy. Where should I look for training or is the Snap on , Napa stuff the way to go. Is there online training or schools I should consider. These guys are tech's . One has potential to come inside eventually . I am in unchartered waters here. Any recommendations would be appreciated. Thanks David

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If they want to get better at understanding looking at data and pids on scanners have them start watching " Scanner Danner" on youtube. He primarily uses snap on scanners ( not my favorite, but useful) but more importantly he explains what your looking at and the theory behind it.

 

It's free, he's a teacher and goes into the theory on it, and touches on scopes and the importance of them. Highly recommend. I learned a lot and I'm a CMAT W/ factory training for Ford and Toyota.

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  • 4 months later...

The basics they should have learned at tech school, so assuming that identifix is our best teacher. Have the guys scan the code, then go on identifix. Identifix will show them what pids to look at and what's good or bad. That's proven the best for us, and I've been to a ton of seminars.

 

As a rule I offer training every year, we go to whatever the parts stores offer. Most offer something.

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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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