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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?

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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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