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EMPLOYEE TURNOVER


xrac

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Pay was not the issue. The problems were: (1)I did not have a bunch of good ones to start. (2)The best one I had started sleeping with another tech's wife and he became completely undependable plus it destroyed morale. That is the second time that has happened in the last few years. (3)Another tech I had developed heart trouble and could no longer do the work. (4)The replacements we hired didn't pan out. (5)Plus three of these were guys we hired as apprentices who just weren't worth hanging on to either due to attitude problems or lack of aptitude. The apprentices all had some experience and technical school.

Well you could adopt some teens to train or get some foster care teens to train.

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  • 6 months later...

No it seems not.  I talk to many business owners and it's the same story.  People are now addicted to social media.  I was at a grocery store yesterday and the cola guy was restocking the shelves while on the phone. He stopped stocking and started walking up and down the row talking about nasty sex to his buddy. Not the thing you want to hear while shopping.

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8 hours ago, xrac said:

Is there anyone in the US under the age of 25 who understand what having a job and working is all about.  No body wants to work because it is hard, and dirty and takes away from their time to stand around and text message.  I have hired 8 guys under the age of 25 in the last year trying to develop apprentices and I about the fire the last of the 8.  

xrac,  I think there are very few that know what hard work is.. As you said they want to be on social media or building super fast computers to play games on. They also think they can do their jobs by using the internet, google, or youtube. It is a totally different generation. The other big problem is they (well almost all of the general public) believe mechanics are rich, so they come in to the job expecting to make a boat load of money.. they don't realize everyone starts at the bottom you don't start at the top .  

we recently hired an older guy to pick up the slack (small jobs , oil changes, tires , batteries, etc.) during his interview I asked him what he could do he replied everything. So I asked him again what do you know how to do he replied I have been doing this for 24 years . I asked again, I didn't ask how long I asked what can you do he replied I put engines in , transmissions in, I stopped him there ( that is a big red flag when you get an answer like that from a seasoned person that means I can't do any diagnostics etc.) I started to ask him about diagnostics, fuel trims , o2s evap systems etc common stuff he had no idea. He replied well I can call someone or you can help me.. Well I am there to make a living just as you are, I can not make a living for both of us. So we came to an agreement that he would get a 500 dollar salary a week with 40% commission (which I think 40% was too high for his qualifications ) so he can make more money if he works hard.. He agreed well this was on a Friday that Monday he was to start he called and said he had to go to Harbor freight and buy some tools, some crazy story that his tools were in his wife's car an the transmission went out.. Okay well I don't know any decent mechanic that can keep his tools in the trunk of a honda civic.  anyway he said he would come in tuesday.  Tuesday around 10:30 he was suppose to be there at 8 he shows up and wants to argue about his pay he needs at least 1000 a week salary . Ha no way not to mention you can't even show up on the first day then given another chance you come in two and a half hours late and want to argue a higher pay.. Needless to say he was sent packing not heard from again.

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I am lucky I have a 20 year old kid working for me now that has the maturity of someone twice his age. My only problem is figuring out how to keep him happy. He has a lot of learning to do but I know in the end it will be worth it. Trying to figure out hos pay has been tough he has some friends that have landed good paying jobs and I can't pay him those type wages yet. I did just give him an opportunity to make more by paying him 6 dollars a flat rate hour on top of his hourly pay.

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2 hours ago, xrac said:

Simon, isn't that par fir the course? You know what I mean don't you. 

100% I sit in on the interviews and actually conduct most of it even though I myself am just a Mechanic. But being at the same place for over 26 years I guess I know what it takes . 

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55 minutes ago, Andy Price said:

I am lucky I have a 20 year old kid working for me now that has the maturity of someone twice his age. My only problem is figuring out how to keep him happy. He has a lot of learning to do but I know in the end it will be worth it. Trying to figure out hos pay has been tough he has some friends that have landed good paying jobs and I can't pay him those type wages yet. I did just give him an opportunity to make more by paying him 6 dollars a flat rate hour on top of his hourly pay.

I can not look at it as a business owner since i am not one, but I can say I think what you are doing is correct.. Giving him a flate rate dollar amount on top of his salary is a good incentive. I think the most important thing is to be honest with him let him know the more he learns the more he can make especially with the flat rate. He needs to know it is a hard job with a huge learning curve that keeps on curving it never ends it does get easier the more you understand but you are always learning in this business. Also let him know that being the best he can being certified etc may help him in the long run. As I stated in my prior post most young ones believe they deserve top pay , but you must prove yourself and it will come (in most cases not so much in mine but that is another story) . The first 3 owners of the shop I am currently at were great like yourself helping me along pushing with incentives etc. The last few owners don't know the business just had money and thought it would be fun to own a station.  That being said a good owner with good mechanics of all levels will do just fine and be able to continue into the future as this automotive world becomes more and more complex... All the best to you and your business .

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Thanks guys. I just got lucky in finding this guy. I had overheard his mom talking about him being in a technician competition in high school sponsored by Ford and AAA. He then went national competition and finished 14. I called him up and asked of he needed a job he said sure. Two days after he started my other tech put his two weeks on to have his own lawn service. So for the past 2 years it has just been me and this guy while he was going to school he is now graduated from UNOH in Lima and working for me full time. I truly believe the good Lord was looking out for me by placing this kid in my life at the right time.

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  • Have you checked out Joe's Latest Blog?

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      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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