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FINALLY: learned first hand- the right tech makes ALL the difference


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I started out cheap, I price things cheap, and I used cheap labor.... until now. Hired an ASE master tech whom I thought was out of my ability to pay.

Last week was his first week and he knocked out 63.5 hours of work!!!!!!! Previous record to that was like 43 hours? Had the highest grossing week in 2 years of business. I didn't give him 63 hours of work.. HE FOUND IT. My car count wasn't different, still the same customers, just a different attitude.

He brought his prodigy so I took 2 of my old guys to my new shop and hired these 2. We open at 8:30 am and expect techs to get there around 8:20, they show up at the shop at 6:45 am.... I had to give them a key lol

Haven't been excited about my business in a while. I pay him flat rate- he was making $28 before but I got him at $25 and promised him $28 in 2 months. I think a big factor was me being able to hire his friend as well. So far so good. Looking back, cheap labor ended up costing me more money with comebacks and inexperience.

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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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