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  • 2 weeks later...

Following things should be considered to evaluating engine coolant condition:
1. The quality of the liquid in the system
2. How frequently you’ve added water and how much you’ve added:
3. What kind of climate you live in
4. How often you use your car’s air conditioner

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  • 2 months later...

Visual test, voltage, test strip, specific gravity, refractometer are all good coolant tests. Each one will tell different things about the coolant. Used together you can get a whole picture of the coolant's remaining life.

http://www.sancarlosradiator.com/VoltageDrop/testing_for_electrolysis.htm

Here's a good article on testing coolant voltage, it's super quick & easy, and can be useful. Coolant's pH should be above 7 for sure, but as high as 10 is fine.

If the pH drops below 7 and becomes acidic, that's when your coolant turns into an electrolyte, your engine becomes a battery and generates it's own voltage between a random anode and cathode (bad).

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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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