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We used Demandforce many years ago in their infancy. They are a customer retention management company. They send out automated reminders, customer e mails as an example newsletters, lost customer cards and recommended service cards. They cultivate reviews and post to the web. They were responsive and did a good job for us but I used them when the posted reviews to Google. When Google changed the rules we stopped using them because we did not use any of the other features. Mitchell CRM, customer link (if they still exist) and several other companies do the same thing.

 

If you are doing no follow up it will improve things. If you already use one of these companies they will probably not do any better. It is all what I call mid shelf marketing. All automated, no personality and average stuff. Like I said, not bad if you're doing nothing.

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I use Demandforce. I am very happy with them, it did take me about a year to get the most of of them though. I had to hire a couple of writers for some interesting content to put on the newsletters. They are pricey but they do pay for themselves by keeping my customers in touch with us.

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There are many CRM companies out there both automotive industry specific and broad based. I heard Fredrick is gaining traction. There is also Mitchell CRM and MechanicNet I think. There are a bunch. I used DemandForce years ago and I hated them. 


What do you do now?

Sent from my SM-N900P using Tapatalk

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We use DemandForce.  I think it works well, a lot of useful tools for followup and keeping in touch with your customers.  Haven't looked at other options lately.  A little on the pricey side, but worth it. 

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  • 2 years later...

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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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