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Posted

Let's throw this out for discussion. I own two Goodyear tire stores. For the last 15 years we have been open on Saturday from 8 till noon. We are closed on Sunday. We have a manager/service writer and a "B" level oil changer and tire tech. Most Saturdays we do 2 oil changes, a few tire repairs, maybe a tire or two. About once a month a set of tires. One or two people who only come in on Saturday but could come in during the week. Almost never make payroll let alone expenses. Looking into closing on Saturday, at least for the winter months. We are located in a downtown location and don't see much traffic on the weekends.

What do you do and what do you think about my situation?

Richard

Posted (edited)

We used to be open a full day on Sat with a full crew. 2 service advisers, 2 out of 3 techs and our tire changers. 1 tech was always off on Sat [i left it up to them to choose who was off]. Eventually cut back to closing at 2, then noon. About 20+ years ago we I decided to give the service advisers and techs the weekends off but in return, we went to staying open till 9 on Wed with all 3 techs on board. So for the last 20+ years Sat has been myself and 1 or 2 tire changers [depending on the season] from 8 till noon. We do a lot of free tire changes and rotations, and probably average 8 tires sold retail except like now in season when that will jump to 16 to 20 or more. There have been Sat where we do less than than $100 retail. However, we also deliver tires to our local car dealers, make service appointments for the following week, and have customers pick up vehicles that have been finished during the week so there are intangibles that don't show up in $$s. It's probably a break even proposition but I just haven't pulled the trigger on closing on Sat yet. Except when I was a tire salesman for the Mohawk Rubber Co on the road during the late 70s, I've never had Sat off so I don't know what I'd do if I wasn't working. Final note: About 3 months ago I asked my techs how things were going and they replied okay except that staying till nine on Wed night was getting old. In response to that we decided to stay till 6:30 on Tue and Wed instead. We get the same tech hours but but it eliminates me buying them dinner and we all get home at 7 instead of 9:30 which is a big difference. I like it more myself.

Edited by tyrguy
Posted

Weekends is a touchey subject. There are going to be for and against it. For the morale of your staff and maybe even your own quality of life it does make it very appealing to close on Saturdays. The flip side is as we are becoming more of a ME ME ME NOW NOW NOW society, businesses can take advantage of the convenience factor. I think it is a little too short sighted to just look at what kind of money you are making on that particular day. As another member stated maybe you should promote that you are open on Saturdays. Also do you calculate what you are making for Saturday drop offs for work during the week?

Posted

Let's throw this out for discussion. I own two Goodyear tire stores. For the last 15 years we have been open on Saturday from 8 till noon. We are closed on Sunday. We have a manager/service writer and a "B" level oil changer and tire tech. Most Saturdays we do 2 oil changes, a few tire repairs, maybe a tire or two. About once a month a set of tires. One or two people who only come in on Saturday but could come in during the week. Almost never make payroll let alone expenses. Looking into closing on Saturday, at least for the winter months. We are located in a downtown location and don't see much traffic on the weekends.

What do you do and what do you think about my situation?

Richard

 

We were EXACTLY this except no tires, during the week we get killed with cars and on Saturday, 9 to 2 for us it was dead. One or two cars and thats it. I put it to the owner as far as costs etc and he said no, we will stay open on Saturdays. Then 3 months later, guess he started to realize, we closed it for saturdays. Been closed on weekends for several years now and its great for employees and us and the customers are used to it now and not many objected. Some places get creamed on the weekends, some dont.

 

close it up, your peoples morale will go up some too.

Posted

I'm a family man. Monday-Friday 9a-5p. We even close an hour for lunch. Our employees have families and profit isn't the only thing to consider. Our customers don't mind a bit, we're booked weeks out!

 

Sent from my SM-N910V using Tapatalk

  • Like 1
Posted

It would be more convenient for some customers to come in on Saturday, but we need a break. I found trying to close at noon or 1 impossible. If we are open Saturday and a guy traveling comes in at noon needing a fuel pump it's too hard for me to say no. I'll stay until the job is done, and then another emergency shows up at 4. Then I'm coming in on Sunday to get that one back on the road because Monday is booked up.

Posted

For the past ten years we have been mon-saturday 8am to 6pm. We switched to monday to fri earier this year goes against your gut since we are so used to working saturdays. Several customers compalined about the no saturday hours but most all of them accepted it. Employees love it. And my wife and kids love it too! In business side of things we made our m-f more productive and efficient to increase sales and margins bcuz of loosing 1 workday. We made sure to offer rides to home, work, train stations, even pick up car from work and closed hours drop off to make it easier on the clients who preffer saturday service to bring cars on weekdays. It works but i do wonder about the opportunites available for weekend service. But at the end of the day you got to choose on what is important for you.

 

Good luck on your decisions

Posted

Saturdays are our busiest day! I buy lunch for all my employees because we are so busy, even in the winter when the weekdays are slow. It'd be nice to close on Sat but afraid of the work we'll miss, we need the Saturdays to stay profitable

Posted

Yea it all depends on your business model. There is no "one" way success plan. There are a lot of variables and market conditions. If saturdays is your busiest and you and your team willing is to work then keep at it. 👍

  • Like 1
Posted

Saturdays are our busiest day! I buy lunch for all my employees because we are so busy, even in the winter when the weekdays are slow. It'd be nice to close on Sat but afraid of the work we'll miss, we need the Saturdays to stay profitable

That's great, but I really believe you should give at least 2 days off a week. Maybe Monday!
Posted

I agree that Saturdays are a case by case basis. If its busy AND profitable, it may be worth it. But if only a few low buck deals come in, it is way better to close and concentrate on making money during the week with a full compliment of well rested staff.

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  • Have you checked out Joe's Latest Blog?

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      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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