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Posted

Hello all,

 

I am looking for some feedback for what most shops use to advertise and get the word out about their business. We are currently looking into running promotions online (facebook, twitter, etc) and possibly Yelp ( but have not heard many good things about using their services and that it is somewhat costly). Perhaps craigslist?

 

We have introduced new signage in our waiting area, put a marquise sign outside, and have started calling past customers for return work.

 

Any thoughts? We have had a lot of downtime lately... more than usual to be honest.

 

Thanks in advance for your thoughts and opinions.

 

Nick.

Posted

I'm having referral cards made up this week. I figure customer referrals are probably the best bang for my buck. Since I haven't actually got to try them out yet, postcards have been my best form of advertising so far (and I will NEVER do another $24.95 oil change special!)

  • Like 1
Posted

So a lot of industry Guru's will tell you to instantly fix car count issues put out a cheap oil change or discounted package. This will fill your bays quickly. They then tell you inspect every car, estimate everything and present it (you should be doing this part all the time BTW). Problem is the type of customers who respond to these already know you will be doing this and just aren't interested in anything else or if they are, you need to be the cheapest they can find. They will leave you for the next coupon as well.

 

Proper marketing is like planting seeds. You must prepare the ground, plant, water and wait. There are no silver bullets and it all takes time. There are sever things to consider as you market.

 

First, image. Every impression you make both in printed, digital and live must tell the same story. If you print up a bunch of post cards and use stock photography of tall Scandinavian people all with blond hair and blue eyes and the people show up to the shop and there are a bunch of brown haired, brown eyed short Italians there well....you have probably not met expectations you created. Take a minute and think about the concept and not about the Italians and Scandinavians.

 

Now, if you want to sell Chinese tires to the bottom of the market don't put out a flyer with high end Euro cars.

 

PROSPECTING; Getting new customers who are not part of your current database.

 

The first thing to do with the best immediate results are get out of the shop and meet people. Go to Chamber of commerce events, networking events, get out to the local diner if thats where people congregate but get out there and meet people. Brush up your elevator speech and tell anyone who will listen what you do and why you're so passionate about it. The more you love what you do the more it will show and draw people who want their cars fixed right to you.

 

 

Web presence, you MUST have a website if you want to be relevant. Once people hear about you they will do their homework. They will look you up on the web. The better your image thru your website, google, yahoo, and all the other sites the better. Claim you business and put in the right info. Hours, address, phone etc. Make sure it's all the same so the spiders (electronic web crawlers) don't get confused. I would suggest not spending any money with review sites (yelp, angies list)until you get a chance to see what if any draws to your business. Get some reviews out there. Ask people to legitimately review you on Google and anywhere else they can/will. There are programs where you can send out emails after service to gain reviews and get feedback on how you did.

 

Google campaigns both pay per click and SEO are valuable but you need to get your image and website in order first.

 

I would invest most if not all of my prospecting dollars above. Electronic and networking. Anything left over would be spent in community involvement and the smaller the community the more I would spend there.

 

I would not incentivize people to refer you. Your best customers refer you because the like/love you. They do it for the reward of knowing they are putting two good people together. When you incentivize them they are doing it for a reward.

 

Next post: Internal marketing, getting your customers back. (got to do some work first)

  • Like 1
Posted (edited)

Business is like fishing, One must always have a baited hook in the water. I have found that investing in my customer sales force pays the best dividends. Always give them them something good to talk about. All my good customers got a hand washed,vacuumed car, no squeaky door hinges, no empty fuel tanks or low fuel lights on, a $2.oo bill with a discount business card under the fuel filler lid. I "deliver" free hot wheels cars to the kids that come in with the parents while telling them how i serviced them. I send reminder post cards to the customer and their immediate neighbors.

Edited by FROGFINDER
Posted (edited)

If you did your job and fixed the car right, treated them well then they should return. But they don’t sometimes. RETENTION; This is the cheapest form of marketing there is so get this right and do it consistently. For me, I want to be everything automotive for my customers. I invite them in for any reason, tires low on air, stop by. Questions about warranties, recalls etc., stop by and ask. We will find the answers. The more I can get them to subconsciously think about me as the solution to car issues the more of their car dollar expenditures I can expect them to spend with me. But it takes a while and a lot of effort to get there.

 

First off, with every customer who comes in for an oil change you must ask them what interval they follow. If it does not align with your values figure out why/who/what’s acceptable. Get away from 3mos/3k, its long gone and you’re working against the tide if you continue to insist it. Once you find out what interval they follow set up the reminder sticker to account for it. Some management programs measure average daily miles driven. There is software you can buy/rent that will use this data and calculate the next service date and sticker. Once you (and they) know service expectations figure out how to communicate with them when their next service is due. Call when service is due, text, e mail. Once this is done consistently and accurately you will see a large increase in repeat customers. A lot of shops say I don’t want to be bothered with an oil change only bring me the repair work. Well most every service visit begins or includes an oil change.

 

Another big thing in retention marketing starts with, inspect every vehicle, estimate and present the findings. Over the years I have seen customer roll in with a new set of tires and when asked I hear “We had no idea you sell tires”, Ouch! Guess I didn’t tell them huh? Even if you don’t sell the entire ticket you’ve told them what they need and hopefully let them know you can do it. If they don’t buy it note it on the invoice and them send them a reminder after 6 weeks.

We also have a program where we mail a postcard every 6 months when someone has not been in. We mail a different postcard at 6 mos, 12 mos, 18 mos, 24 mos and 30 mos. They say if someone bought a new car they are usually ready to get back in the independent shop after 30 months. This system will keep your name in their head even if they are not ready to return. For us, after 36 months we delete them from the database.

 

Sorry if this sounds preachy, not intended. These programs have done very well for us and are just a few ideas that might work for you.

Edited by Wheelingauto
Posted

Google adwords work best for me. When I first started, it was soley Craigslist. It's good if you are the cheapest shop in town but you're actually competing against mobile mechanics so craigslist is out.

 

I've tried magazine ads (Clipper Magazine) - $700 for half of a page and then another month for a third. I only got like 3 customers.... but one of them ended up doing front and rear pads and rotors. Came back 3 months later for a oil change and oil cooler seal replacement. It was a BMW 5 series so I guess it was ok.

 

Yelp, omg, these people would not stop calling and would not leave me alone. So finally I relented because they said they can make a video and I wanted a video for my business. Yea the video sucked so I redid the voiceover and just used the footage and made my own. I p[y $425 a month on Yelp. Not really tracking ROI

 

Best is Google Adwords. I spend anywhere between $500-$1000 month. Constantly get calls from google customers and they are also the best customers

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  • Have you checked out Joe's Latest Blog?

         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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