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After we dive with the sharks, we feed them any fish carcass that's left over after we filet them, or any undesirable fish we catch like Barracuda. Last year we learned the lesson that we need to make sure the swim ladder and all extra lines are out of the water first.
 

 

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Well, as I read over the posts so far, I am at the point of concluding that I must be weird or at least an oddball. Here is the thing though, I so much enjoy what I do, fixing problems on vehicles. Seriously. I do. Here at our garage, we all (5 of us) enjoy what we do. We have, shall I call it fun? all day long. However, for diversion, I do gardening which produces alot of the food my wife and I consume. I also enjoy lawn work and deleting items from the wife's 'honey do' list. For extra diversion I study history (especially church history) and family genealogy. 

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4 hours ago, tdmart said:

Well, as I read over the posts so far, I am at the point of concluding that I must be weird or at least an oddball. Here is the thing though, I so much enjoy what I do, fixing problems on vehicles. Seriously. I do. Here at our garage, we all (5 of us) enjoy what we do. We have, shall I call it fun? all day long.

Not at all.  In every position that I've ever hired, I tried to find people who's job is their hobby.   What a win when you can find this!   They are reading about work at home, practicing work off-hours, even if it's some other random side-projects,  and making themselves better overall.   

My wife and I have a slightly different diversion than you.   We buy houses with really nice vegetation and landscaping, then systematically kill it all off.  I do grow some mighty nice weeds though.   

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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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