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Too many choices in SMS..


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My current software expires in April and I'm shopping a new management software.

 

I am looking at ROwriter, I liked their ecat, eliminating inputting work order numbers seems nice. I've read some negative things as well...

 

 

I am strongly considering gem car, newer software that has a lot of features I am looking for.

 

Considering Mitchell1, as well, still waiting for a demo.

 

 

Auto vitals is $750 a month? What the heck, for that much I will go to Eastern Europe and hire my own programmers

 

 

Hoping to get some input and advice, a lot of these take some time to learn so there is only so much you can research

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We are a current ROWriter user and have been fairly happy with it. We use The Back Office as our integrator to Quickbooks. We also utilize an outside Payroll company to manage benefits and payroll. I say we have been happy with it until here recently when ROWriter did a major update and appears to have no desire to want to play with AutoVitals. I am not sure where you are getting pricing for AutoVitals but that is not consistent with most pricing unless you are using their marketing, retention and website programs. We have been very happy with AutoVittals and have been using the program for close to 3 years. I would not want to run my shop without it or maybe even Bolt-on Technology (which I am never used).

 

We are currently running a demo version of MaxTraxx alongside our ROWriter to compare functionality. My manager likes the software and feels it's what we need to move to even though it is going to be quite a bit of work. I am evaluating the accounting functions of it as I really want to move away from QB and bring our payroll back in house. The one thing that I have found out is that MaxTraxx does not offer EFT for Payroll. I don't want to go backwards and have techs waiting around for a payroll check so they can go to the bank, which also means that we would have the same issue with 401K funds, garnishments, and tax payments. They also don't offer an easy way of importing payroll data from an outside vendor other than going in and building the GL entry. This could be a deal killer for me as I am all about minimizing maintenance and am trying to build a solid platform for multiple shops.

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My current software expires in April and I'm shopping a new management software.

 

I am looking at ROwriter, I liked their ecat, eliminating inputting work order numbers seems nice. I've read some negative things as well...

 

I am strongly considering gem car, newer software that has a lot of features I am looking for.

 

 

AutoVitals base package is just under $300/month. I had not heard of Gem-Car, but they've been around since 2001. What Gem-Car features are compelling to you? I'm meeting with another shop owner friend of mine tomorrow to discuss why he's chosen RoWriter and AutoVitals both as his system of choice. I'm going to definitely try to understand which of the two he values most given that RoWriter sees AutoVitals as a competitor and isn't being very friendly-like. I have a hard time seeing this overlay system add more value than confusion. But, it's working for him and Marksas, so there's something to learn about it.

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  • Have you checked out Joe's Latest Blog?

         3 comments
      Got your attention? Good. The truth is, there is no such thing as the perfect technician pay plan. There are countless ways to create any pay plan. I’ve heard all the claims and opinions, and to be honest, it’s getting a little frustrating. Claims that an hourly paid pay plan cannot motivate. That flat rate is the only way to truly get the most production from your technicians. And then there’s the hybrid performance-based pay plan that many claim is the best.
      At a recent industry event, a shop owner from the Midwest boasted about his flat-rate techs and insisted that this pay plan should be adopted by all shops across the country. When I informed him that in states like New York, you cannot pay flat-rate, he was shocked. “Then how do you motivate your techs” he asked me.
      I remember the day in 1986 when I hired the best technician who ever worked for me in my 41 years as an automotive shop owner. We’ll call him Hal. When Hal reviewed my pay plan for him, and the incentive bonus document, he stared at it for a minute, looked up, and said, “Joe, this looks good, but here’s what I want.” He then wrote on top of the document the weekly salary he wanted. It was a BIG number. He went on to say, “Joe, I need to take home a certain amount of money. I have a home, a wife, two kids, and my Harly Davidson. I will work hard and produce for you. I don’t need an incentive bonus to do my work.” And he did, for the next 30 years, until the day he retired.
      Everyone is entitled to their opinion. So, here’s mine. Money is a motivator, but not the only motivator, and not the best motivator either. We have all heard this scenario, “She quit ABC Auto Center, to get a job at XYZ Auto Repair, and she’s making less money now at XYZ!” We all know that people don’t leave companies, they leave the people they work for or work with.
      With all this said, I do believe that an incentive-based pay plan can work. However, I also believe that a technician must be paid a very good base wage that is commensurate with their ability, experience, and certifications. I also believe that in addition to money, there needs to be a great benefits package. But the icing on the cake in any pay plan is the culture, mission, and vision of the company, which takes strong leadership. And let’s not forget that motivation also comes from praise, recognition, respect, and when technicians know that their work matters.
      Rather than looking for that elusive perfect pay plan, sit down with your technician. Find out what motivates them. What their goals are. Why do they get out of bed in the morning? When you tie their goals with your goals, you will have one powerful pay plan.
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