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WEEKLY SALES MEETING


CAZM

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I have morning conference calls, managers dial in at 7:30AM, objectives are run through and picked through if something is not working. On Thursdays at 2PM we have a one hour conference and issues are discussed.

I can look at the dashboard at anytime and see what the shops sales are and what is being work on that should be listed on the "work in progress". By 9:PM I can see all the daily numbers from the day's performance.

The point, information is good, but you have to have the guts to call out people that do not perform. A bad manager will poison your shop and destroy its ability to be profitable. Also, give them enough time to give you feedback that is based on facts and evidence, not on anecdotes.

 

 

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I'm too small to have weekly meetings but if important policy changes happen I just tell the guys. If something I'm not liking happens it gets addressed immediately. When it's raining I have a 5 minute meeting "check the wiper blades don't let a car leave if you think they won't be able to see" you get the idea. I'm not a fan of "we need to do $120k this month" it's ineffective. 

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  • Have you checked out Joe's Latest Blog?

         0 comments
      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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