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Do you guys have contests for your employees?


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Do you guys ever have contests for your employees? I have 3 service advisors and I like friendly work competition. Also running a 50% off oil change ad on adwords..... so doing a $100 contest to the advisor that has the highest GP average this week.

First time doing something like this. Hopefully it lights some excitement about their job and no sore losers at the end lol.

Edited by Jay Huh
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just have to be careful about the work quality going down if they are rushing trying to get more done , they also my skip the "little things" just a thought 😉. Maybe more of a long range contest that they may put in the back of their minds in stead of being in the forefront , allowing for better concentration on the task at hand.

Edited by skm
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4 minutes ago, skm said:

just have to be careful about the work quality going down if they are rushing trying to get more done , they also my skip the "little things" just a thought 1f609.png. Maybe more of a long range contest that they may put in the back of their minds in stead of being in the forefront , allowing for better concentration on the task at hand.

ah yes that is a good idea. Definitely don't want it to effect my customers that just needs a quick tire patch or an oil change. Great point about having a long term contest. I need to implement a contest of some sort for my techs to make it fair

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32 minutes ago, xrac said:

Personally I think if contests are of two long a nature that participants lose interest.  I always had one guy who would win and he would build such a lead no one could catch him so nobody else tried. 

How long was too long?

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It depends on the the personalities of your staff. Some people can get very bitter if they lose or cut corners to win. I would instill a spiff structure instead where even if you are performing less than your peer you are still getting something. Even this type of system can generate resentment. 

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Perhaps having "badges" or pins for specific achievements that anyone can win at any time.

For example a pin for somebody who achieves $500 ARO.

It may not seem like much at first but once one guy gets it, the others will start to want it. After guys achieve it, you could create a pin for $600 ARO.

I personally would have my competitions be centered around my total average dollar value of discovered services for techs and ARO + booked back appts for advisors.

Sent from my SM-T800 using Tapatalk

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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.
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      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.
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