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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.

Posted

New customer calls pricing tires and wheels, tight margin items. After we get to the closing of the sell they say, oh by the way, do you have military discounts. What would you offer. 

Posted

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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Posted

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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      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.
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      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.
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