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Hello everyone! Today I am going to talk to you about Funnels. 

Funnel? What is a Funnel you might be wondering. Well a digital marketing funnel is made up of 1. A traffic source, 2. Content or an ad, 3. a series of website pages that limit your customers actions, and 4. an Automated Email series. Funnels across all industries are replacing websites. Most 'typical' websites are more of just a gallery of photos displaying about your shop. Now I am not saying you do not need a website anymore, but when a user lands on a website the reason you have so many bounces is there is no direct call to action the user should be taking. With a funnel you take the lead to your page and have only 1 or 2 options that they can take this way there is no question on what they should do. I currently run funnels for my clients and you might think that I am exaggerating, but I promise you they are getting hundreds of new leads every month. My client Westside Auto Pros of Clive, IA got 200 leads in just 1 week. I have put together a video where I demonstrate exactly what I am doing for my clients. If you are interested I will provide a link at the end of this, also I have a promotion going right now where I am building auto repair shops their first funnel for free. Here is that link i promised http://bit.ly/2owUn1m

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Naming names of your clients, NOT COOL!

 

IF they gave you permission to use them in your marketing efforts, you should clearly be stating such instead of what appears to be breach of privacy. 

 

To anyone who doesn't think this is a big deal, how many of you tell your clients who your other clients are?  How many of you use your customers' names in your marketing without first getting their permission?  If one comes in and says, "My neighbor Bob comes here," and you acknowledge Bob is a client, you aren't volunteering the information, your new customer has already said they know.  By confirming what they already say they know, you are helping to build a relationship and trust.  Not only between the customer and you, but also between the customer and Bob.

 

"Well, if they won't admit Bob comes here, is Bob a jerk to them?  Will the treat me badly because they don't like Bob and think I'm the same?"

 

I'm big on privacy and I think that, without express permission and stating that you have permission, naming names of your clients for YOUR marketing benefit is just poor form. 

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8 minutes ago, TheTrustedMechanic said:

Naming names of your clients, NOT COOL!

 

IF they gave you permission to use them in your marketing efforts, you should clearly be stating such instead of what appears to be breach of privacy. 

 

To anyone who doesn't think this is a big deal, how many of you tell your clients who your other clients are?  How many of you use your customers' names in your marketing without first getting their permission?  If one comes in and says, "My neighbor Bob comes here," and you acknowledge Bob is a client, you aren't volunteering the information, your new customer has already said they know.  By confirming what they already say they know, you are helping to build a relationship and trust.  Not only between the customer and you, but also between the customer and Bob.

 

"Well, if they won't admit Bob comes here, is Bob a jerk to them?  Will the treat me badly because they don't like Bob and think I'm the same?"

 

I'm big on privacy and I think that, without express permission and stating that you have permission, naming names of your clients for YOUR marketing benefit is just poor form. 

First of all I understand your concern. Yes of course I ask my clients if I can use their results as a case study. Are you more likely to believe "Bob from Bob's Automotive on Bob street had these results" with the testimonial you can google the client and see my results. He even is okay with anyone calling and asking for his opinion. I appreciate your opinion, but I do not make claims I can't back up that is why I only use real testimonials. If you have anymore questions here is my phone number 515-343-4294 I would be happy to address them. Have a great Monday.

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  • Have you checked out Joe's Latest Blog?

         5 comments
      I recently spoke with a friend of mine who owns a large general repair shop in the Midwest. His father founded the business in 1975. He was telling me that although he’s busy, he’s also very frustrated. When I probed him more about his frustrations, he said that it’s hard to find qualified technicians. My friend employs four technicians and is looking to hire two more. I then asked him, “How long does a technician last working for you.” He looked puzzled and replied, “I never really thought about that, but I can tell that except for one tech, most technicians don’t last working for me longer than a few years.”
      Judging from personal experience as a shop owner and from what I know about the auto repair industry, I can tell you that other than a few exceptions, the turnover rate for technicians in our industry is too high. This makes me think, do we have a technician shortage or a retention problem? Have we done the best we can over the decades to provide great pay plans, benefits packages, great work environments, and the right culture to ensure that the techs we have stay with us?
      Finding and hiring qualified automotive technicians is not a new phenomenon. This problem has been around for as long as I can remember. While we do need to attract people to our industry and provide the necessary training and mentorship, we also need to focus on retention. Having a revolving door and needing to hire techs every few years or so costs your company money. Big money! And that revolving door may be a sign of an even bigger issue: poor leadership, and poor employee management skills.
      Here’s one more thing to consider, for the most part, technicians don’t leave one job to start a new career, they leave one shop as a technician to become a technician at another shop. The reasons why they leave can be debated, but there is one fact that we cannot deny, people don’t quit the company they work for, they usually leave because of the boss or manager they work for.
      Put yourselves in the shoes of your employees. Do you have a workplace that communicates, “We appreciate you and want you to stay!”
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