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Hey everyone.

 

I've been talking about opening a shop on and off with my former boss/friend.

 

My background:

I use to manage my friend's shop (then, former boss) + other businesses. He specialized in European repairs. I used to run diagnostics for the Mercedes via laptop. We closed his shop down. Reason being, he's more of a shop foreman, than a business-minded guy. I'm an IT and business guy. I build out networks and computers for clients.

 

He works at a big name dealership and he got me a job with him. He's a journeyman and I was a service advisor. This was over a year ago. I quit the job, due to terrible pay (practically slave labor) and terrible hours (65+ hours/week).

 

I now do mobile programming. What got me into it was, my last 2 weeks at the dealer, we had a car that came in. Brand new 2016 with 1000 miles. Had a check engine light. Dispatched it and the tech came back to me telling me it needed a software update. P Code was regarding low fuel pressure (generally a fuel pump). It got me thinking and I did a lot of research and 2 months later, I started to program cars.

 

I program cars on the side and I work another job so I'm always staying busy.

 

My friend and I got in talks again. He still has all his tools + more from his old shop. I have the IT stuff (laptops, computer hardware and more) + a ton of scan tools and subscriptions. I can program GM, BMW, Mercedes, Nissan, Kia, Toyota and much more.

 

I handle the business side + do programming/computer diagnostics and he handles the shop side + whatever techs we hire.

 

Stuff we will need:
Lifts

Smoke machine (not sure if he still has his old one or not)

Air Compressor

TPMS tool (Been reading a lot about Autel's TPMS tool)

Mitchell POS system (I used to use and loved it)

Brake Lathe

 

Stuff we have:

Scan tools / Programming subscriptions

All Data / Identifix subscription

Tools

Waiting room furniture (from the old shop. Still like new)

MPI Sheet (Multi-Point Inspection)

IT hardware

 

Stuff we'd like to do:

Carry common parts (air filters/cabin filters, etc)

Structure a streamlined hiring process.

Do book time and use Mitchell to keep track of book time. If not, create an excel formula to keep track.

 

Stuff I'd like to know more about:
What do you offer for benefits / What company do you go through for benefits?

Employee handbooks / how to come up with them?

What insurance do you have for the shop?

Alignment rack (Very expensive, but curious to what brand/model people have)

Possible hourly rate for shops that work on European + Asian/Domestic.

Do you start off a diagnostic charge at 1 hour and if a customer accepts the job, do you still charge them the diag fee + job fee or is diag fee discounted?

Do you use an outside payroll company/accountant or do you use Quickbooks or something similar?

 

I do a lot of research and ask a lot of questions to further learn and prep myself.

 

Thank you for taking the time in reading this.

Posted

You guys will do well. It looks like you already have pretty much everything covered. I started my shop with no capital and we turned out fine. If you are into programming cars, you should get a dyno! :) Way down the line though. We don't have a lot of shops that program/tune here so you'll do well if you can.

 

Look for lifts on craigslist. I got a 2 post for $1000 and set it up myself. Very helpful when I first started and was short on cash.

 

Smoke machine..... I'd put it on the bottom of the list. Good to have but it was like 3 months before I even used mine. We use it like once every month and we stay busy

 

Air compressor- our shop was formerly rented out by Cottman Transmission so we have a really nice compressor but I went a while without one. I had a small $150 compressor from Harbor Freight and that's all I needed. All my impacts are electric. The Milwaukee 2763 has 1100 ft lb nut busting torque and I'll put my electric impact against any air impact any day. Go electric. Only air tools I use is the air hammer (Harbor freight comrpessor will be fine) and of course putting air in tires...

 

TPMS tool- yea Autel 601 is good but I wouldn't prioritize it

 

Mitchell is good but check out Shopboss. It is cloud based, it's amazing. $99/mo- does more than Mitchell. Also make sure you get Identifix- really helpful in diagnosing problems

 

Brake lathe- I bet we do more brakes than any shop of our size. People advertise cheap oil changes, we advertise cheap brakes. We never use our lathe. We sell them new rotors or just install the pads. Factory service manual even says only machine if surface is scoured. With cheap material these days, they warp once it gets too thin. With our prices, our customers are happy to replace them.

 

Stocking filters would be hard in my opinion. I'd just order. Stock wipers and batteries.

 

Shopboss keeps track of technician booked hours. Use Identifix and Chilton labor time- it beats Mitchell. Alldata and Mitchell sometimes screw you over. We actually have Mitchell Prodemand as well and always compare labor times. We use the highest one. Sometimes there's more than 1.5hr difference!! Motor time is the worst. Always.

 

I don't provide benefits so can't help you there but the Aflac lady visits once a month.

 

Employee handbook is good to have- you'd probably write a better one than me since you worked at a dealer

 

I use Nationwide for my insurance. No trouble so far and cheaper than you'd think. They do garage liability along with general. I only pay like $115/mo...

 

Get an alignment machine!!!! That is a money maker. Dont worry about all the other stuff like the brake lathe or tpms. Sell alignments. Do suspension work, sell alignment. Tie rods, alignment. Do alignment, camber off, sell struts. Gregsmithequipment sells the Atlas alignments. They are cheap, like $8000 cheap. They sell alignment stands where you can align cars with a 2 post instead of 4 post lift. I have a 4 post though but I bought the stands as well. Used the Atlas alignment machine for over a year and no problems. Hunter machines are like $78k....

 

You don't want advice from me for hourly rate-

Diag charge we start at .5 hr- harder stuff (compression test, smoke test, head gasket test) 1hr. We don't discount diag. We make sure we let our customers know correctly diagnosing a problem is the hardest part.

 

I do my own accounting with Excel spreadsheets and I do payroll with Intuit Payroll (online software). Paying taxes and sales tax will be your biggest headache. I do that all myself too.... No one showed me how, just did it. Look online and you'll see what forms to fill out and most stuff you can submit online. My first time, I even called the IRS agency lol, surprisingly helpful.

 

Don't be afraid and just do it. When negotiating rent, the biggest thing is make sure you ask for the first 3 months FREE. That will give you time to set up and maximize your chances for survival. Start with Craigslist ads but once you get enough money saved up, advertise on Google and drop craigslist. Customers are worlds different.

  • 2 weeks later...
Posted

When I started out I leased a shop with lifts and compressor already there. 1st month was free, the 1st year was cheap, then I bought the place at the end of the 2nd year. I can tell you it took a few months to get all the permits and stuff in order, and maybe one customer every other day. Save your money you will need it the first year!

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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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