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A League Of Their Own - "There's mechanics, and then there's mechanic's mechanics."


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A League of Their Own
There’s a mechanic in every town who every other mechanic knows. The go-to person when all else fails. That mechanic seems to have the knack of knowing just what needs to be done. Everyone in the business knows him or has heard of him, and if they get stuck they know who to call. In a lot of towns, there are more than just one these mechanics. Some, are excellent on the mechanical side, some are known for their electrical skills, while others are known for the diagnostic capabilities. They really are in a league of their own, there the mechanic’s mechanic.

High school shops classes, trade schools, technical colleges, and even the good old tried and true “On-the-job” training gives most mechanics their start in the business, but for a few, learning about their trade never ends. They take their training and skills to a whole new level. It could be because they take their job a bit more serious than the next guy, or it might be that “A” personality that does it. Then again, it could be they just want to do the best job they possibly can. You won’t recognize them just by walking down a street, and you can’t tell them apart by their resume in an interview. They’re hidden amongst us all and they’ll blend into the crowd. But, we know they’re around.

To the layman, mechanics are all alike. Badges and patches mean little to them. To most of them, there’s no difference between the guy changing your tire and the guy scanning your car. With a wrench in their hands they all look alike to the consumer. It’s the results that matter to the customer, not the claims they’ve heard about. All they want is their car fixed as cheap as possible and as quickly as possible. What difference does it make who fixes it, as long as it gets fixed? It’s not about the ability to diagnose, it’s about the ability to get it done that concerns them. But, with cars getting much more complicated than ever before, even the consumers are starting to realize there is a difference.

These special types of mechanic, the elite ones, deal with those “other” type of mechanics constantly by phone, in the shop, or by email. It doesn’t take long for these extra exceptional mechanics to figure out what’s the level of expertise of the mechanic they’re talking to. Especially when they come in and they’re asked, “What’s wrong with the car?” and they answer, “I changed this part, and that part, then I tried that other part again.” All the while not mentioning any of their tests results, just parts they’ve changed.

To the educated mechanic, it’s pretty obvious what the problem is with the car… you worked on it. (It’s funny how asking “what’s wrong with the car” turns into “what I did to the car” every time.) But, ask them something significant such as what the short fuel trim looks like, you’ll get the “other” mechanic stuttering around the answer, and eventually spewing out some sort of nonsense that amounts to gibberish. (I hope it’s not the same explanation they gave to their customer.)

Let’s face it, in this fast paced world getting a car in the repair shop and back out the door in the fastest way possible is the name of the game. Most average day to day mechanics can handle most everything that goes wrong. If they get stuck, a lot of them will resort to one of those companies that offer quick fix answers by polling more average mechanics from across the country. They’ll combine their responses and by the law of averages they’ll have it narrowed down to the “most likely” repair. But, when the expected results of throwing parts at the car doesn’t fix it, then they’ve got some back pedaling to do and start calling for help. And, of course who do they eventually call? Why of course, the mechanic’s mechanics.

Who are they? Where are they? Why doesn’t the consumer know? How can you find one of these mechanics who are in a league of their own? For the most part, you already do know, at least most average mechanics do. But, why would the average mechanic at the average garage who does every day, average repairs not want to tell the consumer about those above average mechanics? It’s pretty basic logic at this point. Day to day common repairs are the bread and butter of the average shop. Bring them something that is going to be hard to solve and they’ll stammer around the shop tossing a few parts, or checking for codes. Eventually, some easier gravy-train work comes in the door. They’ll drop your problem and jump on those jobs all the while referring the harder to diagnose job to one of those not-so-average mechanics. (Which is what they should have done in the first place.)

Getting to that above average level takes a great deal of studying and a lot of shop time. Their work speaks for itself. Even then, there’s more to it. Some mechanics have reached that level rather quickly, while others have taken a lifetime to get there. Even still, there are a lot of mechanics that have no ambition to ever try to be anything more than just a line mechanic. They’re quite content pulling water pumps and spark plugs and don’t want to get all wrapped up in all that diagnostic stuff.

One of these days it’s going to be an important thing for the consumer to know, if not right now. The best bet is to pay more attention to those emblems and patches. It’s an indication of who in the automotive repair business wants to let you, the consumer, know they’ve got what it takes to be a better mechanic. Ask around just to be sure. Ask one of those “average” mechanics they know, even if they’re not likely to tell you at first. If you do enough prying around it won’t be long before you’ll know which mechanics in your town are the average type and who are truly the outstanding problem solvers.

As far as mechanics, being the best mechanic there is takes more than a box of tools. Study and practice your trade. With luck, and a lot of effort you can be the go-to mechanic that ever other mechanic knows. You might even hear your name mentioned as one of those mechanics that in a league of their own.


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  • Like 1
Posted

Good one Gonzo! I think that the regular mechanic needs to start paying the top notch guys a consulting fee. Or maybe the top notch guy can just charge the regular mechanic just a little extra if they do the diagnostics for them ;)

  • Like 1
Posted

I don't know it all, but it's good to know other mechanics that have the knowledge I don't know.

 

 

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         0 comments
      The Technician Shortage Is Our Fault, And It's Time We Own It
      Nearly every day, I hear shop owners complain: "There's a technician shortage. We can't find qualified people. There's no one out there." If that's true, then who's to blame?
      The industry? The schools? The government? I don't know how you feel, but who promised us an endless supply of qualified technicians?
      Another common complaint is that young people do not want to work in the trades. Well, if that were true, then why are other trades such as HVAC, electrical, and plumbing growing? What are they doing that the automotive industry is not? 
      Here's the reality we need to face: We do have a problem, but we shouldn't look for someone or any entity to rescue us. Not the government. Not the trade schools. Not the recruiting companies. No one owes us a workforce. If we want great people in our industry, it's up to us. At some point, we need to own up to the truth: Building a pipeline of qualified technicians is our responsibility.
      In this blog article, I will break down the key reasons we are in this situation today and what we, as an industry, can do to solve the technician shortage. Are you ready to look in the mirror?
      Have We Pushed Technicians Away?
      Let's take a look at flat-rate pay. True flat rate, which pays a technician only for the hours they produce, is a controversial pay plan that emphasizes high production levels and creates a competitive work environment that, if not properly controlled, can lead to increased mistakes and a decline in morale and team spirit. Additionally, the stress and physical demands placed on technicians as they age are not favorable to long-term employee retention. What do we do with technicians as they grow older into their fifties and begin to slow down? 
      I have heard all the arguments and pros and cons of flat-rate pay, and I am not going to judge any pay plan. Let the facts speak for themselves. True flat rate has changed in most areas around the country and has evolved into a pay plan that gives technicians some pay guarantee.
      Many shop owners have learned that team morale, along with the opportunity to earn income, is important to technicians and to the company's long-term success. But let me ask you: how many technicians have left or been pushed out over the years because of the old flat-rate pay system?
      Another issue is the workplace environment. I remember being grateful to be hired as a young technician at a local repair shop. While very thankful, the work environment was not ideal. The shop owner kept the bay doors open year-round (I am from New York) unless it rained or snowed. He felt that if the bay doors were closed, customers might think we were closed for business. We had no heat and no hot water. Many of the jobs were done outside, year-round,  in all types of weather. The starting pay was minimum wage, with no benefits, sick days, or vacation pay. 
      Now, again, I need to point out that I was truly grateful for the opportunity this shop owner gave me. I learned a lot working there, and the experience was pivotal in my career. But looking back, I wonder how many people were discouraged by these working conditions?
      While the physical demands of the repair workplace are daunting, perhaps even more critical is the culture. Too many of my generation shop owners preached the mindset of "my way or the highway." We were the business owners, after all. We started our companies, took all the risks, and provided jobs. Why shouldn't we be the ones to set the ground rules our way?   
      Many of us found over the years that the "my way or the highway" mentality was a sure way to isolate employees and make them more likely to look over the fence for greener grass. In other words, it led many technicians to seek employment elsewhere, where they felt they could be appreciated and recognized for their hard work. The issue, however, was that there wasn't much green grass around. Disappointment after disappointment, bouncing from repair to repair shop, eventually led to despair. So, I ask you: were workplace conditions a contributing factor in today's technician shortage?
      Another factor that we are all well aware of is the complexity of the modern automobile. When I started, the work was mostly physical, and you were required to master essentially three vehicle models: General Motors, Ford, and Chrysler. Let's fast-forward to today. The evolution of automotive technology, along with the extensive training and tools required, has outpaced the typical technician's pay compensation, with no clear career path. Again, leading to frustration and insecurity about the future.
      Here is the bottom line: people don't leave their job; they leave their experience. We must do a better job. 
      The News Isn't all Bad; Your Next Steps to Fix the Technician Shortage
      To fix the technician shortage, it will take a combined effort from everyone in the automotive industry, particularly automotive shop owners. Shop owners are in the perfect position to make the greatest impact, not only on their businesses but also on the future automotive workforce.
      First, shop owners must become better leaders and understand that their ultimate success is directly dependent on the people they assemble around them. Any shop owner who mistakenly believes they can build an empire solely on their abilities is destined for serious disappointment. Business owners who think like this will eventually plateau. Without the collective contributions from a team of qualified people, your business will stall; it will not continue to grow.
      Create a workplace that attracts top talent: a clean, professional, well-equipped facility designed to support productivity, teamwork, and a career, not just a job. Build a great reputation in your community by getting involved locally. Become the auto repair shop that people take notice of as "the" place to work.
      Next, shop owners must become more financially knowledgeable. Knowing your numbers and what you need to achieve for a strong bottom-line profit is essential to paying technicians the money they need and deserve. Profit will also allow you to compete with other trade industries by providing a benefits package that has real take-home value and security.
      When it comes to culture, this is where the rubber hits the road. People crave recognition, praise, and a sense of purpose. Despite what you hear, people are not just money-motivated. Once people feel secure in their financial situation, retaining and motivating technicians can only be achieved by connecting with them on an emotional level. You cannot show enough appreciation. Give out praise for a job well done as if your business depended on it, because it does.
      As technicians age, we need to have a place for them. Expecting a 58-year-old to perform like a 35-year-old is unrealistic. We need to be more focused on career pathing. Provide training, skill development, and coaching to develop leaders and mentors within our older workforce. While their bodies may have slowed, the knowledge they have gained is priceless. 
      Our future is dependent on young people entering our industry. We need to give more young people opportunities. Every shop owner across the country should consider hiring an apprentice, then build an apprentice training plan and career path for them. If every shop did this, we could solve the technician shortage within five years. Get involved with the trade schools and high schools in your area. Look into the NAPA Apprenticeship Program. Don't sit on your hands with this one. Do it today.
      Lastly, don't get left behind. Commit to ongoing training for all your employees. Keep up to date with tools and equipment tailored to your business model. Don't try to be all things to all people and all vehicles. Identify your core profile customer and the vehicles they drive, and become an expert on those vehicles and the services you offer.
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