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NEW RELEASE – This is your chance to get on the “Early Bird” list now! (Hurry - Before this is gone!)


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ENGINEERED PREDICTABILITY
Arranging an event to occur creating consistent behavior and making it possible to know what to expect in advance

I’ve just completed a new book, “Engineered Predictability” and I’m making a limited number (very limited number) of copies available for free. You can get on the “early bird list” now and you’ll be notified first when the book is available.
You’ll even get notice before my list of 1,000’s of subscribers get notice! But there’s one catch – when these free copies are gone – they’re gone!

There’s only two ways to get this information.
1) Apply to become a private client and join my mastermind group – (there’s currently a waiting list and $5,000 deposit required).
2) Get this book as soon as it’s released – $29.95 value – yours FREE!

Engineered-Predictability-V2-a.jpg.4c5c2a4dd2224afb2d20dd6cbaf29f1b.jpg

In the book, you’ll discover…

  • The simple 3 step, 11 word formula that’s virtually guarantees car count before the end of the week
  • The 6 Ugly Truths about your customers and why they don’t respond to your marketing
  • The reality of your biggest asset (Caution: Some accountants have told me I’m crazy – read the book and you tell me!)
  • Myths debunked: Discover the one misconception that keeps over 98% of repair shop owners from reaching the success, dreams and goals they went into business for originally.
  • The advanced strategies, methods and tactics used by insiders of my mastermind groups to eliminate the stress and frustration of keeping service bays full and technicians busy.
  • Disturbing industry statistics from the US Census and Bureau of Labor Statistics – this is not only disturbing – it’s startling and stunning!
  • The number one reason why shop owners fail – and it’s probably not what you’re thinking

When you get on the “Early Bird” List, please understand that you’re:

  • NOT guaranteed a copy of the book – you’ll be on the “Early Bird” list and get advanced notice – even before my list of 1,000’s of subscribers and followers. In other words, you’ll be the first to know – before anyone else
  • NOT going to be added to any mailing list. No sales force is going to “hound” you. In other words – no salesman will call. You will get notice form my private email.
  • NOT going to opt-in to anything. This is just a list for advance notice only. That’s all. No tricks; No gimmicks; No strings attached (The last time I did anything like this – it was gone in a week! – You decide!)

Get on the "Early Bird" List Now!

Questions? Please post here - I will respond! 

Thanks!
Matthew Lee
"The Car Count Fixer"
ENGINEERED PREDICTABILITY - Get on the "Early Bird" List Now!

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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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