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Customer gets my price down as low as I can go then they ask about a Military Discount. How do you guys/gals handle this. I usually sniff out the takers although these are nice people looking for the best price. I am sure this happens with others , I just have not found a way out. I usually compliment a oil change or a extra service although it always feels odd. Any ideas would be appreciated.

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Set your labor rate, your parts matrix, and your coupons (military discount) in your SMS and stick to it. Don't override your labor rate, parts margins, and only allow 1 coupon per ticket. If you wanna give something away, goodwill it and track it on your P&L.

Elite suggests not discounting, but giving a customer something extra for free I believe. Check out their sales tips.

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If you fade at all from your original price, for whatever reason, then they ask if you have a military discount, tell them you already gave it to them. Also, if price is presented as an objection, ask them if they have any coupons or are military before giving up or discounting anything, and try not to discount if they don't have any. Also, don't know how you'd give a military discount on tires. You could price other services so you could give the discount then if they ask say that on services you do but on tires you can't.

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  • Have you checked out Joe's Latest Blog?

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      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.”
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      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.
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