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Reading a book and it mentions that most businesses know WHAT it does and even HOW but rarely WHY. 

For ex: early 1900's railroad companies prosper and the whole landscape of America is changed. WHAT it does is make railroad tracks and the how is obvious. 

But when Airplanes came along, all the railroad companies failed because they were so situated on WHAT they were (a railroad company). But if they went back to the WHY, they could have thought themselves as a mass transportation company and it would have been natural to adapt to changes in the mass transportation industry (airlines).

I thought long and hard WHY my business does what it does and why I started this company and this is the text I sent to my employees:

"Hey guys. We are in a saturated and competitive industry and I've always strived not to be competitive but to dominate and in order to do so, we have to do something totally revolutionary and different than the rest of the industry. With our name being CarMEDIX, I have come to the conclusion that we should see cars as an extension of the owners family.

I have been quick to tell customers to give up on their cars bc of the cost they are having to put into it. But if you look at hospitals, no matter what the health condition, people will hold onto family and do whatever it takes. It is my belief that most people have sentimental value to their vehicles and are concerned about who is working on them and how it's being treated. When we are selling a ticket, if we use personified words such as healthy/unhealthy, I think it will have a great impact.

For ex, "Mr. Smith, we completed your courtesy vehicle health report and your brake system needs attention. In order to restore your brake system to 100% health, we would need to flush out the old fluid and provide it with fresh fluid to protect it from further damage." Something along those lines. (How can you say no to that?)

Also, if we can assure them by simply saying "we will take great care of your vehicle while it's here" I think that will go a long way. For those of us working on cars, if we treat every car like a family heirloom that is irreplaceable, I think that would make a huge difference in the way we do inspections (more hours/more $) and the way we fix them  (less comebacks).

I think as a company we should have a slogan and I'm thinking along the lines of "keeping your vehicle healthy" or "keeping your vehicle alive." Anyway, I am thankful for each and every one of you guys and sticking through the changes and it is my hope that whether your long term goal/future is carmedix or not, I hope that this opportunity will launch you to what your goals and future aspirations are and I will do everything I can to help. Hope everyone has a great evening."

Wondering if this makes an impact tomorrow with the quality of work, morale and sales. My thought is that it will

  • Like 4
Posted

I think you will enjoy this:

https://jcrowcoaching.com/2012/04/04/preparing-a-roast/

Quote

Easter was the usual gathering time for four generations of the family, from great grandmother Nana down to her great granddaughter – a newlywed. The young woman was hosting the dinner for the first time, with the help of her husband. He watched as his new wife took out a large roast, carefully sliced off both ends, and placed it into the roasting pan.

“So, why do you cut the ends off like that,” he asked, curiously.

She smiled. “That’s Mom’s recipe,” she said. “I think it keeps it moist, because her roasts are always good.” The young man was still. “I’m curious. Let’s ask your mom why,” he said, grabbing his wife’s hand and jumping up to find his mother-in-law.

The two of them walked into the dining room, where they found the bride’s mother setting the table. “Mom, why do you cut off the ends of the roast?” they asked. The mother thought for a moment. “I don’t know. That’s how your grandmother always did it. So I did the same.”

The young woman then turned to her grandmother, who was helping her mom set the table. “Grandma? What’s the secret to cutting off the ends of the roast?” The grandmother stopped folding the napkins, then said, “Well, that’s the way your great grandmother did it, so that’s just the way it’s always been done.”

The four of them looked at one another, then together turned toward the living room where great grandmother, the matriarch of the family, was sitting in the rocking chair. “Nana,” asked the young woman, “I’m fixing the roast just the way you taught grandmother and she taught mom and mom taught me, but we’re wondering why we slice the ends off?”

Nana looked at the group, raised one eyebrow, and said, “because the darned roasting pan was too small!”

http://www.snopes.com/weddings/newlywed/secret.asp

 

I always saw myself as being in the business of helping people get to where they want to go. Have worked on  bicycles, motorcycles, car, trucks, buses, etc. Got to be that the main bread came from car repair so that has being the center of attention.

But if you ask me why I do what I do, the answer is simple, I enjoy getting to where I am going and therefore enjoy helping other get where they are going. I have been lucky enough to have traveled all over the world, and my mechanic skills help me and others along the way get to where we were going. Thanks for the post, it brought back some very sweet memories.

 

  • Like 1
Posted
15 minutes ago, HarrytheCarGeek said:

I think you will enjoy this:

https://jcrowcoaching.com/2012/04/04/preparing-a-roast/

http://www.snopes.com/weddings/newlywed/secret.asp

 

I always saw myself as being in the business of helping people get to where they want to go. Have worked on  bicycles, motorcycles, car, trucks, buses, etc. Got to be that the main bread came from car repair so that has being the center of attention.

But if you ask me why I do what I do, the answer is simple, I enjoy getting to where I am going and therefore enjoy helping other get where they are going. I have been lucky enough to have traveled all over the world, and my mechanic skills help me and others along the way get to where we were going. Thanks for the post, it brought back some very sweet memories.

 

You remind me of a friend that also owns a shop. He started because his goal was to help those in need and use his skills as a missionary abroad. I think he reminds of himself of that goal and he is very successful and I never see him down even if business is not going well for a season.

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  • Have you checked out Joe's Latest Blog?

         0 comments
      The 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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