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Hello, from McKinney TX


bantar

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Hi Guys. I've been lurking for quite a while, absorbing as much goodness as possible. Been trying to open a shop for the last 2.5 years and I've run into more road blocks than a collapsed mountain pass. I'm bruised but still moving forward. McKinney is a northern suburb of Dallas. One of the major challenges is finding a quality location for an auto-shop. Not welcome in many shopping centers, or too near residential, etc. Finally found a spot at what I believe will be a busy and frequented intersection in a high-end demographic. We broke ground in December and hope to be open late summer. It is a Kwik Kar store, which appears to be a franchise, but it's not. They license their name, build the stores, and sell supplies. I own the land and soon a building. I have no franchise fees, nor am I obligated to purchase anything from them, nor do I get corporate oversight (beyond maintaining the brand positively). 4 bays will be quick lube and 6 are for repair. In this market, it is a respected brand. But, I'll be honest, amongst others in the trade, it's not spoken of highly due to the quick-lube business. Where it matters, with customers, as best I can tell, it is respected.

 

My focus will be on quality repairs. I expect the business to be 50/50 lube/repair, but 90/10 with car counts. When I first started looking at this, I thought that we needed another honest shop, but as I studied it more, I've come to realize that the market is dying to have another competent shop. I've been secretly shopping many different places and I've seen poor quality work being done for very honest reasons. While I'm there, I talk to anyone and everyone that will speak with me. And I was surprised by what I've found. The need for competency, and I put this blame squarely on the management. A great technician at a bad shop is not at his full potential.

 

I'll say that I've learned quite a bit from reading the forums here and over at another technician forum. I feel like a paper tiger with all that I've learned (just about to walk into a paper shredding museum). I want to thank each of you for your contributions here. I've certainly valued your input. I'll try to share what I can and give back to the community as well.

 

--brian

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  • Have you checked out Joe's Latest Blog?

         5 comments
      I recently spoke with a friend of mine who owns a large general repair shop in the Midwest. His father founded the business in 1975. He was telling me that although he’s busy, he’s also very frustrated. When I probed him more about his frustrations, he said that it’s hard to find qualified technicians. My friend employs four technicians and is looking to hire two more. I then asked him, “How long does a technician last working for you.” He looked puzzled and replied, “I never really thought about that, but I can tell that except for one tech, most technicians don’t last working for me longer than a few years.”
      Judging from personal experience as a shop owner and from what I know about the auto repair industry, I can tell you that other than a few exceptions, the turnover rate for technicians in our industry is too high. This makes me think, do we have a technician shortage or a retention problem? Have we done the best we can over the decades to provide great pay plans, benefits packages, great work environments, and the right culture to ensure that the techs we have stay with us?
      Finding and hiring qualified automotive technicians is not a new phenomenon. This problem has been around for as long as I can remember. While we do need to attract people to our industry and provide the necessary training and mentorship, we also need to focus on retention. Having a revolving door and needing to hire techs every few years or so costs your company money. Big money! And that revolving door may be a sign of an even bigger issue: poor leadership, and poor employee management skills.
      Here’s one more thing to consider, for the most part, technicians don’t leave one job to start a new career, they leave one shop as a technician to become a technician at another shop. The reasons why they leave can be debated, but there is one fact that we cannot deny, people don’t quit the company they work for, they usually leave because of the boss or manager they work for.
      Put yourselves in the shoes of your employees. Do you have a workplace that communicates, “We appreciate you and want you to stay!”
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