By Elite Worldwide Inc.
Superstar shop owner and Elite Business Development Coach Greg Skolink shares a fun tip on how to keep your shop's customers engaged on Facebook.
For additional help building a more successful auto repair business, learn how you can team up with a superstar shop owner like Greg through Elite Top Shop 360: One on One Coaching
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By Joe Marconi
For many of us, it's been a wild ride the past few months. We had to take care of everything, making tough decisions, dealing with banks and the SBA and running the shop from the trenches. But, with things looking better each day, it’s time that we get back into the role of building and operating the company.
For many, the COVID-19 crisis is far from over. However, the sooner we begin to adjust and build for the future, the better off we will be.
Shop Owners are among the hardest working people on the planet. We find ways to get through the most difficult situations. I have no doubt that the lesson’s learned from this crisis will make us stronger and more successful.
By Jeremy Glassco
I get asked this many times. How would I use a custom mobile app if I had one for my shop?
Take a moment to think about that.
Imagine what you could do IF you had a custom mobile app for your vehicle owner customers to download, interact with, and engage with your brand?
I'm noticing this trend in the food industry, retail industry, and now even in the medical industry.
What about our auto repair industry niche?
We're working on version 7.3, and part of what I love to do is get great feedback and build it into our upcoming versions.
What about you.
What type of features would an auto repair professional like yourself want in your dream app?
Please share your ideas here and my hard working team of app gurus will get on it!
First time poster and glad to be here.
I'm a 40 something entrepreneur not currently in the auto repair business but I've been exploring shop ownership for several years.
Unfortunately, I've come up short using traditional business brokers to find a shop worth purchasing. To date, all that I've looked at have been overpriced and/or have some serious issues.
As shop owners and managers, do you have any tips for finding a solid, well-run general auto repair shop (EBITDA/SDE of $250k-$2MM) to acquire?
I would be grateful for any insights.
By Elite Worldwide Inc.
By Bob Cooper
Given the uncertainty many businesses around the world are currently experiencing, we must look for ways to save as much money for our shops as possible, while also making sure we are maintaining and building a more profitable business in the long haul. Here are 4 powerful tips to help you save on your shop’s expenses.
1. Review your profit and loss statement, and take a look at each and every line item. For each line item, you should ask yourself up to 3 questions: First, ask yourself if the line item is going to lead to an immediate profit. An example of this would be parts purchases or labor. If the answer to this question is no, then ask yourself if the line item will lead to a potential profit in the near future. An example of this would be your advertising or marketing investments. If the answer to this question is no again, then ask yourself if the line item will lead to any foreseeable profit at all. Examples of these items would be insurance investments, utilities, and your water cooler payment. Once you have the answer to these questions, it will be much easier to see where you can scale back or even put certain items on hold for the time being.
2. This tip comes from Dean Kuhn, a successful transmission shop owner and one of Elite’s rockstar Business Development Coaches. He recommends taking a look at the top 2-3 most expensive items on your financial statements each month. When you look at these expenses, really dive deep into every single line item that goes along with it. This way, nothing will slip through the cracks and you can get a complete picture your business’s finances, which will help you determine areas where you can save.
3. Always remember that your vendors are your partners, and it’s important to treat them this way. I would highly recommend meeting with each of your vendors and having an honest conversation with them to make sure your partnership is as mutually beneficial as possible. During these discussions, set clear expectations for the vendor and make sure that you are meeting theirs. This will save you valuable time in the long run and will make both of your businesses more successful!
4. To save on what’s likely one of your biggest expenses, I recommend that you sit down with your landlord or mortgage owner and have a conversation with them to see what can be done to reduce this cost. You’d be surprised how often an agreement can be made to help in situations like the one we are currently facing.
Since 1990, Bob Cooper has been the president of Elite (www.EliteWorldwide.com), a company that strives to help shop owners reach their goals and live happier lives, while elevating the industry at the same time. The company offers the industry’s #1 peer group of 90 successful shop owners, training and coaching from top shop owners, service advisor training, along with online and in-class sales, marketing and shop management courses. You can contact Elite at [email protected], or by calling 800-204-3548.
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Free webinar for all members hosted by @Ron Ipach from Captain Car Count!
As you already know, finding good, qualified technicians isn’t as easy as it was in years past. Gone are the days of simply placing a few ads online or in the newspaper help-wanted section.
When you combine the fact that more shops than ever are in the hunt for qualified applicants, with the ever-shrinking pool of technicians to draw from, it’s no wonder so many shop owners are frustrated with their search.
Attracting good technicians today requires a radically different approach, and on this highly informative online training event, Ron Ipach, president of Repair Shop Coach, will walk you through the same strategies that his clients are using to attract lots of highly qualified to their shops on a consistent basis.
CLICK HERE TO REGISTER
Time slots vary and are held weekly:
Please reach out to @Ron Ipach for additional information.
By Elite Worldwide Inc.
The top shops in America realize that in order to build a successful business they will need to have team players that are self-starters, who can produce, and who will never compromise their ethics. Over the years I’ve not only been fortunate enough to hire many of our industry superstars, but I have seen hiring mistakes made every day by shop owners all across America. In order to help you with your business, I’d like to share what I believe to be the 5 most common hiring mistakes that shop owners make.
1. They are afraid to pay top buck. In business there are a number of rules that are timeless, and one is that you get what you pay for. The reason the superstars can command top buck is pretty simple; it’s because they can produce. The techs and advisors that earn average incomes all have one thing in common; they produce average results, and average employees will never take you to the top. Every top shop owner that I have consulted with will agree that once you hire a superstar, you will quickly see that they are one of the best investments you will ever make.
2. They are afraid to provide a respectable guarantee. Most shop owners are reluctant to give a respectable guarantee because they are afraid the new hire may not produce, and they will be stuck paying a big guarantee. Now here are two important points that they don’t understand. First of all, if they believe they are providing the potential employee with a great opportunity, then providing a respectable guarantee shows the candidate that they have confidence in their business, and in the position they are looking to fill. Secondly, most shop owners are so concerned about how much the guarantee could cost them, they completely forget that if the employee doesn’t produce, there’s a simple solution: You let them go.
3. They use the wrong criteria when making their employment selections. Most shop owners hire techs and advisors based on their level of knowledge and industry experience. Although those are both important considerations, what’s more important is the attitude of the applicant, their aptitude and their ethics. A wise man once told me we hire people for what they know, and we fire them for who they are.
4. They don’t look beyond the candidate. The shop owners who employ the superstars all realize that when they hire Larry they get Mary. What this means is that if the candidate has a significant other in their life, you can rest assured that they will play a role in the candidate’s decision. This is why at Elite we encourage all of our clients to ensure their compensation and incentive package has what we refer to as “go-home” benefits. Examples would be retirement programs, paid holidays and vacations, well-days, etc.
5. They forget that the superstars will be interviewing them. The top shop owners all realize that the superstars they are interviewing will have no trouble at all finding a shop that will hire them. Accordingly, throughout the interview process the superstar will be interviewing the shop owner, and they’ll be asking themselves whether or not they would like to work at the shop. They will be evaluating you by the type of questions you ask, and the interviewing-qualification process you take them through. If at any time they feel you are hiring out of desperation, rather than ensuring it’s a great fit for everyone, one thing is for certain: They’ll walk, because what they are looking for is the opportunity to work at an ethical shop that enjoys a good reputation in the community, has team spirit, and has leadership that allows them to clearly see their future with the company.
Since 1990, Bob Cooper has been the president of Elite, a company that strives to help shop owners reach their goals and live happier lives, while elevating the industry at the same time. The company offers one-on-one coaching from the industry’s top shop owners, service advisor training, peer groups, along with sales, marketing and shop management courses. You can learn more about Elite by visiting www.EliteWorldwide.com
By Elon Block
Alex suggested I post in this forum.
For those of you that may new to the forum, I have created a blog here with
helpful articles and videos:
We also have a large archive of free training materials on our website:
Let me know if we can be of help to you and your business.
By Joe Marconi
Perhaps the worst time to look to hire a technician, is when we lose one. At that point we go into “Crisis Hire” mode. We most often settle for anyone, rather than taking our time to find the right person.
We need to take a lesson from large organizations and sports teams. Their strategy? They continually recruit. I did not say continually hire, I said continually recruit.
You need to be on the look out for the talent in your community. Find where the best of the best are working now. Reach out to these people, get to know them.
Make is part of your overall business plan to stay in touch with trade schools, the military for returning vets, and any other employee agencies. Identify key people in your local auto community and ask questions; where are the best technicians? How can I contact this person? Who knows this superstar tech?
In other words, allocate a significant portion of your time in the area of recruiting. Your goal is to have people in the pipe line. So when you lose an employee you have a list of contacts to reach out to.
In the book “Work Rules”, a book about Google and its employee strategies, the author states that Google follows this rule: “Hiring is the single most important activity in any organization"
By Joe Marconi
Its no surprise to anyone in the business that it is getting increasingly harder to find qualified entry level techs. Trade schools are producing graduates, but where are they? And, how qualified are they?
We need to address this industry problem. Timing is right; more and more people are realizing that the trades are great alternatives to professional markets that are saturated with lawyers, accountants and financial positions.
Where do you go to find techs? How many are home-grown anymore?