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While the second one involves real people who your customers can relate to as opposed to the cartoon characters I think it’s too technical or ‘smart’ for the customer to really care. I also like the first one.

 

But remember, the ONLY person who gets a vote is your customer. What is important or attractive to other shop owners is not necessarily what will connect with your customers. I would try to develop a focus group of your customers. You know the people who know you, trust you and who responded to your previous marketing efforts. The people you work for and you earn money from. They are the only ones whose opinion really matters.

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1 hour ago, ScottSpec said:

#1.  It is fun and keeps your interest.  #2. Stirs up negative feelings with the rejected sticker and the hassles of dealing with it.

 

Scott

Yes, I noticed after reading your comment that the second one DID stir up negative feelings with that fail sticker.

 

Here's the thing, it seems like you are marketing to people that FAILED inspection and want their cars to pass. To them, it is a serious matter that is constantly on the back of their minds. I think the second one will get you phone calls.

I like the first one too though, it's nice and fun- a good image for your business

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  • Have you checked out Joe's Latest Blog?

         0 comments
      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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