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By Joe Marconi in Joe's Blog0 commentsThe Technician Shortage Is Our Fault, And It's Time We Own It
Nearly every day, I hear shop owners complain: "There's a technician shortage. We can't find qualified people. There's no one out there." If that's true, then who's to blame?
The industry? The schools? The government? I don't know how you feel, but who promised us an endless supply of qualified technicians?
Another common complaint is that young people do not want to work in the trades. Well, if that were true, then why are other trades such as HVAC, electrical, and plumbing growing? What are they doing that the automotive industry is not?
Here's the reality we need to face: We do have a problem, but we shouldn't look for someone or any entity to rescue us. Not the government. Not the trade schools. Not the recruiting companies. No one owes us a workforce. If we want great people in our industry, it's up to us. At some point, we need to own up to the truth: Building a pipeline of qualified technicians is our responsibility.
In this blog article, I will break down the key reasons we are in this situation today and what we, as an industry, can do to solve the technician shortage. Are you ready to look in the mirror?
Have We Pushed Technicians Away?
Let's take a look at flat-rate pay. True flat rate, which pays a technician only for the hours they produce, is a controversial pay plan that emphasizes high production levels and creates a competitive work environment that, if not properly controlled, can lead to increased mistakes and a decline in morale and team spirit. Additionally, the stress and physical demands placed on technicians as they age are not favorable to long-term employee retention. What do we do with technicians as they grow older into their fifties and begin to slow down?
I have heard all the arguments and pros and cons of flat-rate pay, and I am not going to judge any pay plan. Let the facts speak for themselves. True flat rate has changed in most areas around the country and has evolved into a pay plan that gives technicians some pay guarantee.
Many shop owners have learned that team morale, along with the opportunity to earn income, is important to technicians and to the company's long-term success. But let me ask you: how many technicians have left or been pushed out over the years because of the old flat-rate pay system?
Another issue is the workplace environment. I remember being grateful to be hired as a young technician at a local repair shop. While very thankful, the work environment was not ideal. The shop owner kept the bay doors open year-round (I am from New York) unless it rained or snowed. He felt that if the bay doors were closed, customers might think we were closed for business. We had no heat and no hot water. Many of the jobs were done outside, year-round, in all types of weather. The starting pay was minimum wage, with no benefits, sick days, or vacation pay.
Now, again, I need to point out that I was truly grateful for the opportunity this shop owner gave me. I learned a lot working there, and the experience was pivotal in my career. But looking back, I wonder how many people were discouraged by these working conditions?
While the physical demands of the repair workplace are daunting, perhaps even more critical is the culture. Too many of my generation shop owners preached the mindset of "my way or the highway." We were the business owners, after all. We started our companies, took all the risks, and provided jobs. Why shouldn't we be the ones to set the ground rules our way?
Many of us found over the years that the "my way or the highway" mentality was a sure way to isolate employees and make them more likely to look over the fence for greener grass. In other words, it led many technicians to seek employment elsewhere, where they felt they could be appreciated and recognized for their hard work. The issue, however, was that there wasn't much green grass around. Disappointment after disappointment, bouncing from repair to repair shop, eventually led to despair. So, I ask you: were workplace conditions a contributing factor in today's technician shortage?
Another factor that we are all well aware of is the complexity of the modern automobile. When I started, the work was mostly physical, and you were required to master essentially three vehicle models: General Motors, Ford, and Chrysler. Let's fast-forward to today. The evolution of automotive technology, along with the extensive training and tools required, has outpaced the typical technician's pay compensation, with no clear career path. Again, leading to frustration and insecurity about the future.
Here is the bottom line: people don't leave their job; they leave their experience. We must do a better job.
The News Isn't all Bad; Your Next Steps to Fix the Technician Shortage
To fix the technician shortage, it will take a combined effort from everyone in the automotive industry, particularly automotive shop owners. Shop owners are in the perfect position to make the greatest impact, not only on their businesses but also on the future automotive workforce.
First, shop owners must become better leaders and understand that their ultimate success is directly dependent on the people they assemble around them. Any shop owner who mistakenly believes they can build an empire solely on their abilities is destined for serious disappointment. Business owners who think like this will eventually plateau. Without the collective contributions from a team of qualified people, your business will stall; it will not continue to grow.
Create a workplace that attracts top talent: a clean, professional, well-equipped facility designed to support productivity, teamwork, and a career, not just a job. Build a great reputation in your community by getting involved locally. Become the auto repair shop that people take notice of as "the" place to work.
Next, shop owners must become more financially knowledgeable. Knowing your numbers and what you need to achieve for a strong bottom-line profit is essential to paying technicians the money they need and deserve. Profit will also allow you to compete with other trade industries by providing a benefits package that has real take-home value and security.
When it comes to culture, this is where the rubber hits the road. People crave recognition, praise, and a sense of purpose. Despite what you hear, people are not just money-motivated. Once people feel secure in their financial situation, retaining and motivating technicians can only be achieved by connecting with them on an emotional level. You cannot show enough appreciation. Give out praise for a job well done as if your business depended on it, because it does.
As technicians age, we need to have a place for them. Expecting a 58-year-old to perform like a 35-year-old is unrealistic. We need to be more focused on career pathing. Provide training, skill development, and coaching to develop leaders and mentors within our older workforce. While their bodies may have slowed, the knowledge they have gained is priceless.
Our future is dependent on young people entering our industry. We need to give more young people opportunities. Every shop owner across the country should consider hiring an apprentice, then build an apprentice training plan and career path for them. If every shop did this, we could solve the technician shortage within five years. Get involved with the trade schools and high schools in your area. Look into the NAPA Apprenticeship Program. Don't sit on your hands with this one. Do it today.
Lastly, don't get left behind. Commit to ongoing training for all your employees. Keep up to date with tools and equipment tailored to your business model. Don't try to be all things to all people and all vehicles. Identify your core profile customer and the vehicles they drive, and become an expert on those vehicles and the services you offer.
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By HeneryH
I know this sounds like spam but hear me out. I am a software nerd who had a few weeks of downtime recovering from a surgery. I used that downtime to learn about how AI can be used to create applications. The test scenario I used was an auto mechanic shop that had to manage 5 service bays. I got the idea from my local mechanic who uses one of those physical desktop paper calendar planners. He pencils in appointments literally on the paper calendar.
My goal was primarily to learn about how AI can generate the apps. That is done.
Now I have this app that is kind of done. I am not in the business of selling apps. I have no interest in that.
I am posting here because it would be a shame to throw it away.
I will post the application that the AI helped me generate as an open source software that is completely free to use.
If you would like to participate in helping with the business logic (I am only guessing as to how shops operate) then I can make any updates that you all suggest. I can probably host about five shops on my home server if you want a clone instance of the app for your shop. Or you can take the code and run it for free on your own computer. I can help you do that.
I am doing a little more polishing tonight and will post links and screenshots for anyone who wants to try it out. Assuming this thread is not deleted by the mods.
I'm not selling, just want the small personal satisfaction of someone actually using it if they like it.
This is the prompt I gave to the Claude AI system:
Claude generated a system that was about 90% of the way there but it also helped me fix the remaining 10%. As a sw nerd it it really amazing. I would have taken a week or two to do this but with Claude it took me a day.
Here is the link to the demo system: https://demo.flynnconsultingllc.com/
There are three personas that the system uses:
* Manager of the whole shop who assigns scheduled cars to bays
* Bay Lead who manages the bay o bays in his control, bringing queued cars into active and statusing them
* Customers who can schedule service for their cars
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By Drivi
Every shop I’ve worked with seems to have the same pattern — two crazy weeks where everyone’s buried, then a week of half-empty bays and techs sweeping the floor.
I’m trying to understand how other shop owners manage that cycle. Do you:
Schedule preventive maintenance in advance?
Use software to predict when customers are due for service?
Just let the phone ring and deal with the chaos?
I’m currently testing an AI-based tool that tries to predict upcoming maintenance needs for each customer, basically helping balance the workload week to week.
Not looking to pitch anything — I’m more curious if anyone here has already built a system that works for them.
Would love to hear what’s actually working (or not) in the real world.
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By immune
Hey everyone,
Sorry if this is a common rant here, but I just opened my own independent shop a few months ago and I'm honestly struggling to get my head around the warranty claims process.
It feels like a full-time job just to get paid for work I've already done. I fix the car, the customer is happy, and then I spend the next week playing telephone between the parts supplier and the OEM, filling out endless forms, and half the time, feeling like they're just looking for a reason to deny the claim. It's incredibly frustrating, and as a new business, I can't afford to just eat these costs.
I have to ask, how are you all managing this? Are there any particular software or systems you use that actually help streamline this, or is everyone just stuck in a mess of paperwork and angry phone calls?
And seriously, what's the single most ridiculous part of the warranty process that drives you crazy?
Just trying to figure out if I'm missing something or if the system is really this broken for everyone. Appreciate any insights.
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By carmcapriotto
Thanks to our partner Promotive
In this final episode of our Benchmark Report series, Hunt Demarest, CPA with Paar Melis and Associates, uncovers what truly separates the top shops from the rest—productivity, profit margins, and owner involvement.
Key takeaways:
Top-performing shops average 55%+ productivity, while bottom-tier shops hover around 41%. That 15-point gap translates to $13,000 more sales per technician and $12,000 more sales per bay monthly. Top shops also average $800 per repair order, compared to $575 for the bottom tier. Their labor gross profit margin is roughly 70% vs. 50% for lower performers. Productivity isn’t just tech speed—it’s team, processes, bay usage, and daily consistency. Download your free 2024 Automotive Industry Benchmark Report: https://info.paarmelis.com/2024-automotive-industry-benchmark-report 2025 Benchmark Report Part 1: Biggest Changes, Key KPI's and Trends [E175]: https://huntdemarest.captivate.fm/episode/2025-benchmark-report-biggest-changes-key-kpis-and-trends-e175 2025 Benchmark Report Part 2 [E176]: https://huntdemarest.captivate.fm/episode/2025-benchmark-part-2-e176
Thanks to our partner Promotive
It’s time to hire a superstar for your business; what a grind you have in front of you. Introducing Promotive, a full-service staffing solution for your shop. Promotive has over 40 years of recruiting and automotive experience. If you need qualified technicians and service advisors and want to offload the heavy lifting, visit www.gopromotive.com.
Paar Melis and Associates – Accountants Specializing in Automotive Repair
Visit us Online: www.paarmelis.com
Email Hunt: [email protected]
Text Paar Melis @ 301-307-5413
Download a Copy of My Books Here:
Wrenches to Write-Offs Your Perfect Shop
The Aftermarket Radio Network: https://aftermarketradionetwork.com/
Remarkable Results Radio Podcast with Carm Capriotto https://remarkableresults.biz/
Diagnosing the Aftermarket A to Z with Matt Fanslow https://mattfanslow.captivate.fm/
Business by the Numbers with Hunt Demarest https://huntdemarest.captivate.fm/
The Auto Repair Marketing Podcast with Kim and Brian Walker https://autorepairmarketing.captivate.fm/
The Weekly Blitz with Chris Cotton https://chriscotton.captivate.fm/
Speak Up! Effective Communication with Craig O'Neill https://craigoneill.captivate.fm/
Click to go to the Podcast on Remarkable Results Radio
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By carmcapriotto
Thank You To Our Partners, The Institute, AutoFlow, AutoLeap, Shop Dog Marketing, In-Bound
Watch Full Video Episode
I want to discuss the benefits of the recent camping trip my wife I and enjoyed in Northern Michigan.
As our listeners well understand - we talk a lot about getting outside our comfort zones on this podcast - and while that is usually in the context of practicing our communication skills -
Today - the topic is more about stepping AWAY…
Part Deux:
Immerse:
In my reading I learned about a term called the “Three Day Effect” when reading Michael Easter’s - The Comfort Crisis.
The idea refers to the benefits of spending at minimum - three days immersed in nature to reboot.
Goal 1 is important to achieve and goal 2 Immerse ourselves in nature were rooted in this quest to experience the “Three Day Effect’ ourselves.
In short - we’ve done our research and learned that South Manitou Island is a really great spot to do all those things - but still have some access to basic needs if we require it. With the exception of food - there is potable water and a bathroom available on the island near the ranger station.
Betsy and I hiked about a mile to the Bay area campgrounds, selected an amazing site where the forest meets the beach - and adjacent to one of the usable firepits.
The temps were cool. Low 60’s High. the low 50’s overnight.
Our tent setup was great - our food container tight (to prevent chipmunks a.k.a. micro-bears) and our first day explorations were inspiring- well over 10 miles of hiking - views were a bit limited from haze produced by the Canadian wildfires - but the air quality was good - so we were pleased and just marveled at the views we were treated to. The island is visible from the mainland, but the views of the dunes are uniquely awesome when you are standing on them looking in on the island.
I could mention the waist high poison Ivy - the mosquitoes - and the
Rather funny, but what I loved the most - was the challenge it was to find good down-and-dead wood for a fire. I had only a Leatherman with a small saw.
We didn’t need a fire - as we carried a small stove and fuel - but we had resolved to go swimming in the lake… and that water, my friends… is cold. We wanted some ‘heat’ insurance.
Day one - we decided against swimming - as we just didn’t anticipate how difficult it was to make a decent fire.
Day two - it was cloudy and cool - but not as much haze. We put less pressure on ourselves for exploration but easily hiked over 8 miles - and this time found some really great branches for a fire that would last. The last part of our hike consisted of carrying armfulls of branches and logs.
I mention this because this is when I really felt my mind stop tracking on ‘other’ things. A simple - old as time task - like finding firewood on a remote island was … rewarding.
The reward was mostly manifest in the return of our resolve to plunge into the lake water.
The water temp is cold-plunge ready at this time of the year - low to mid 50’s (F)
That’s pretty cold on a breezy, cloudy day with the air temps in the low 60s…
But in we went!
I’ll be clear - we did NOT stay in the water long.
Nonetheless - as we walked back to the campsite a few hundred feet away, we did not feel cold. Just… really refreshed. The air we had thought cold before - was no longer.
To keep a long story short - I’ll say that we enjoyed a great fire that night… but noted our food would run out if the weather became too rough overnight.
We had been told by the ranger on our arrival to return to the ferry dock early on our last day so that the boat doesn’t get damage due to an easterly current. (it bangs against the dock).
That night - it rained - not hard - but it was cool, windy, and steady drizzle.
The morning was damp - chilly - and our food supply was dwindling to a point that if the ferry couldn’t return today - it’d be a bit of a bummer!
Fortunately - the ferry arrived - and we made our way back to the mainland where we enjoyed a stay at an old hotel - and a few great meals.
In summary:
The Three Day Effect - it WORKS.
While re-engaging on that particular weekend was disappointing with sad news in the world - and other variables - we are already looking forward to our next adventure and encourage anyone who needs a break to do so - in nature - unplugged!
Link to Scarcity Brain by Michael Easter
https://a.co/d/ad2Xv7h
Thank You To Our Partners The Institute, AutoFlow, AutoLeap, Shop Dog Marketing, In-Bound:
The Institute at WeAreTheInstitute.com. "Stop stressing over your business, you deserve a good night's sleep. The Institute’s coaching helps you achieve success and financial peace.
AutoFlow at AutoFlow.com. Your partner in technology, Autoflow consolidates your client interactions - before, during and after the visit to a single thread. Learn more at Autoflow.com
AutoLeap at AutoLeap.com. Are you tired of juggling multiple tools to manage your auto repair shop? Say hello to the streamlined efficiency of AutoLeap, the #1 all-in-one Auto Repair Shop Management Software!
Shop Dog Marketing at Shop Dog Marketing.com. "Want to see your auto repair shop thrive? Let Shop Dog Marketing be your guide. Our customer-first approach, combined with AI-driven creative content, ensures top rankings.
In-Bound at CallInBound.com. Cover your communication needs and revolutionize your auto repair business with AI-driven call analytics from InBound.
Contact Information
Email Craig O'Neill: [email protected] Join Our Virtual Toastmasters Club: https://remarkableresults.biz/toastmasters
The Aftermarket Radio Network: https://aftermarketradionetwork.com/
Remarkable Results Radio Podcast with Carm Capriotto: Advancing the Aftermarket by Facilitating Wisdom Through Story Telling and Open Discussion. https://remarkableresults.biz/
Diagnosing the Aftermarket A to Z with Matt Fanslow: From Diagnostics to Metallica and Mental Health, Matt Fanslow is Lifting the Hood on Life. https://mattfanslow.captivate.fm/
Business by the Numbers with Hunt Demarest: Understand the Numbers of Your Business with CPA Hunt Demarest. https://huntdemarest.captivate.fm/
The Auto Repair Marketing Podcast with Kim and Brian Walker: Marketing Experts Brian & Kim Walker Work with Shop Owners to Take it to the Next Level. https://autorepairmarketing.captivate.fm/
The Weekly Blitz with Chris Cotton: Weekly Inspiration with Business Coach
Click to go to the Podcast on Remarkable Results Radio
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