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By Joe Marconi in Joe's Blog5 commentsI 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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Hey everyone. I'm planning on opening in about 3 weeks and am looking for a credit card processing company. Are there any geared for our type of business? Does anyone recommend Intuit for it's ease of integration with Quickbooks? I'll be doing around $10,000 a month in CC payments averaging $200.00 per RO. Payments are predominately Visa or Mastercard swiped. A very small percentage of Amex, Discover or over the phone. If there is a company name that a lot of you experienced members would recommend, I would like to hear it.
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By carmcapriotto
Psychologist Dr. David Weiman discusses the psychology of change, why change is challenging for some, the various reactions people have, and strategies for leaders to manage and encourage change. Dr. Weiman advises over-communicating to reduce confusion, engaging with resistant team members, and implementing incremental changes using the Kaizen method. By understanding the psychology behind change, involving our teams in the process, and holding onto our core values, we can navigate the waters of innovation with confidence and purpose. Dr. David Weiman is the president of Weiman Consulting, a leadership consulting firm in Philadelphia PA. Listen to David’s previous episodes HERE Show Notes
Different reactions to change (00:01:42) Exploration of people's different reactions to change, including enjoyment, resistance, and resignation. The psychology of change (00:03:22) Insight into the psychological aspects of change and the role of personality in embracing or resisting change. Common reactions to change (00:04:47) Explanation of common reactions to change, such as confusion, resistance, resignation, and optimism. Implementing change in organizations (00:07:22) Discussion on strategies for implementing change in organizations, including involving critics and establishing a sense of urgency. Overcoming fears of change (00:09:48) Exploration of how individuals tend to project their worst fears onto change and the impact of mindset on embracing change. Embracing innovation and change (00:15:40) Discussion on the importance of embracing innovation and change in service organizations and the role of leadership in promoting creativity and innovation. Understanding Change (00:17:53) Dr. Weiman discusses how to help those uncomfortable with change and focuses on what stays the same. Common Reactions to Change (00:19:20) Carm and Dr. Weiman delve into common reactions like confusion, resistance, and resignation, and discuss ways to address them. Overcoming Resignation (00:20:52) Dr. Weiman explains how to engage with resigned individuals and overcome their lack of enthusiasm for change. Kaizen and Incremental Change (00:23:49) The importance of implementing change in small incremental steps using the kaizen method is discussed. The Just Noticeable Difference (00:25:52) Dr. Weiman explains the psychological concept of the just noticeable difference and its application in implementing small changes. Embracing Change (00:27:43) Carm emphasizes the importance of embracing change for the growth and survival of a company, and Dr. Weiman discusses the impact of change on customers.
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By Joe Marconi
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