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Posted (edited)

First, step step back and look at it with fresh eyes. DON'T panic. Some people like gossip, but if you have been in business 48 years, many people have experience with doing business with you and know you are a straight shooter. People that are scandalous tend to be known as such and other people take them with a grain of salt. Having said that, resolve the issue as soon as you can in a reasonable manner.

Edited by HarrytheCarGeek
a word
  • Like 2
Posted

I'd say you handled it correctly. I also agree with xrac. The gloves have come off. You bent over backwards to make it right, now they are just being *****. File a mechanics lien and call the cops if they show up again. If they showed up yelling, I'd tell the police it's harassment and they have abandoned their vehicle on your lot. We've all heard it before, but you can't make everyone happy. And some people just can't be made happy by anyone. They sound like scum, so treat them as such. Get your money out of em or take the car, forget about it, and move on.

Posted

I also agree with XRAC's statement. I would add that it might be time to call an attorney and file a suite for slander. The case will never go to court, you offer to settle with an agreement to remove social media posts and an NDA. People tend to get off their high horse when papers get served from the court. If you're concerned about the damage to your rep and that this may continue it might cost you a grand a two with an attorney but it will stop the bleeding.

As long as you were prompt to respond to the issue (which I assume you were) it looks like you did what you could to rectify it. Sounds like more that you needed to. Its fine if she leaves but continuing to make a scene is not helping anyone. Especially if she hasn't even picked up the car. Not sure on your state laws but in NY a registered letter must be sent before you can collect storage charges. Then start racking them up and add it to the law suite.

Posted

Not to sound trite, but if you're shop lives by social media, it can be hurt by it. Let your good customers decide based on their personal experience, not rumor, grapevine, hearsay, innuendo..etc.

I would bet your best customers are not big "social media" people but are busy, productive and have more to do than stare at their phones.

I've seen it, lived, it won it.

Posted

My policy is: I will repair at no charge anything that myself or my employees break. I know that people make mistakes. I WILL NOT pay for damage not caused by myself or my employees. If the customer does not believe me when I tell them it is not our responsibility, my response is to go get it repaired elsewhere. Bring me a receipt from a repair shop (not your boyfriend or some guy in his garage) stating that we caused the damage and I will write you a check. I will and have bent over backwards to make people happy. If I reach a point where I realize I cannot make this person happy I stop. I have never gotten above a 3.8 star rating and don’t really care if I ever do. I always ask how a person found us. They will say, I read your reviews and they were good. I always respond, did you read the bad ones? Nine out of ten respond, yes if you didn’t have any bad ones I wouldn’t believe the rest. EVERYONE knows you can’t make EVERYONE happy.  Many years ago a shop in town was busted for not re[lacing parts they were paid to replace. I thought, wow goodbye to them. Ten years later they are still there. Just as busy. I learned THERE IS NO SUCH THING AS BAD PRESS. It is time to get nasty with these people. Your good customers know your good, the rest all think we are thieves anyway. It’s our job to prove we are not. 

  • Like 1
Posted

In case anyone doesn’t know this. The Better Business Bureau is NOT A GOVERNMENT AGENCY. THEY HAVE NO POWER TO DO ANYTHING. They are a for profit non profit just like your non friends at AAA. Another fine institution out to fill their pockets. 

Posted

As soon as someone mentions the words court or sue I tell them, "From this point on the only interaction we will be having is written." I will not accept your calls and there will be no verbal discourse. In court the only things that speak are paper, photographs and an ASE certification of the tech working on the car and or you the presenter of your side. When I invoke my written only policy you would be surprised how many people want to suck the words back into their mouths. In forty years I have been sued once. I was much younger then. The customer wanted me to not only refund his money for what he spent at my shop but also the repair he had to do. I refunded him what he paid us. Hes sued me and I wanted to see what a judge would say the correct answer was. The judge said that he had to made whole. He had paid 22$ more to have the car repaired in Chicago, so I lost and had to pay 22$ plus 85$ court costs. A side note to anybody, I would recommend avoiding court at all costs. What your think is black and white becomes gray in those rooms. Never walk in the door thinking its an easy win.

  • Like 1
Posted
On 1/18/2018 at 12:50 PM, DUFRESNES said:

According to the attorney, which he is right, the BBB is a marketing group.  If you are a member, you sign a contract, that you will arbitrate a complaint and abide by their decision, at least in our city.  I used to belong for 30 + years as a A+ credited shop.  When they raised us to 800 a year from 435, I said no more.  So, in this case they can present, but couldn't hold me to a decision.  They did close it out in our favor, there was nothing more that could be done. They say they may show under your shop name the answers.  Ours would show we bent over backwards.  Below is the letter sent to her .  The other thing the attorney said was always show a paper trail.  If you have to go to court he said she said won't hold up , but written between the parties will.  One good customer came in happy with us, but had read all of the neighborhood site.  She asked my daughter, "What have you learned"  Her answer was, we should have turned it over to the insurance company and let them battle her..

 RE:  2002 AUDI A4 ..........................

 

 

 

Dear Randi,

...................................

 

 

I would remove this post with details specifically about the customer and complaint from this forum. No need to post that information on the Internet, you are opening up the possibility for it to cause you trouble. Keep it confidential. Also, hire the attorney, I wouldn't send this letter, hire an attorney and have them send the letter. Not to be impolite but your letter is only going to make the issue worse. It is a lot of he said/she said banter. It will only fuel the problem. Loose the arguments and stick to the points and the facts. Let go of your emotions. File a suite alleging slander and loss of business if you want the social media comments removed. You could also petition the forum owner. Check their terms of service on false claims. You may get it removed that way.

The facts of the current issue are (or it seems are) the vehicle is still on your premises, amounts may be due. Those are the ONLY things your letter should state along with instructions on how to deal with THOSE issues with  deadlines. Loose the rest, it will only cause you grief.

Posted

I agree with junior. Principles are too expensive to fight for. You will not erase what has gone before. You just want to move on. 

  • 1 month later...
Posted

My shop just received a five star review. The person that wrote it states she came there after reading a horrible review about us. The review was placed on a private network for the University Hospitals and clinics. I could not respond to it there. They filed a complaint with BBB and I responded to the complaint there. A customer of mine was nice enough to put a link directing people to my response. Good customers are not stupid. Not sure I can say that about the bad ones. You don’t want to work for everyone. 

  • 3 weeks later...
Posted
On 3/15/2018 at 12:07 PM, DUFRESNES said:

Sadly, it has not been resolved.  1st she went to the BBB and we agreed with what she wanted.  Then she decided to put another on the BBB and again we agreed.  Finally the BBB closed  the complaint.  She then filed a small claims but she filed it in the wrong county.  We finally go to mediation and court in the end of May.  We replaced her engine with one that had 7000 miles less, did a timing belt for free.  Now she want more money.  We will see.  We had many customers came in to keep us up to date.

We had a situation like this.  We filed a counter claim in small claims court.  The judge requested that all parties try to come to an agreement before he will hear the case.  We came to an agreement, and found that some of the case was based on misinformation between the husband and wife, and some was just misunderstanding of vehicles.  We shook hands in the end and both parties felt the agreement was fair.  Good Luck

  • 1 month later...

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  • Have you checked out Joe's Latest Blog?

         0 comments
      The Technician Shortage Is Our Fault, And It's Time We Own It
      Nearly every day, I hear shop owners complain: "There's a technician shortage. We can't find qualified people. There's no one out there." If that's true, then who's to blame?
      The industry? The schools? The government? I don't know how you feel, but who promised us an endless supply of qualified technicians?
      Another common complaint is that young people do not want to work in the trades. Well, if that were true, then why are other trades such as HVAC, electrical, and plumbing growing? What are they doing that the automotive industry is not? 
      Here's the reality we need to face: We do have a problem, but we shouldn't look for someone or any entity to rescue us. Not the government. Not the trade schools. Not the recruiting companies. No one owes us a workforce. If we want great people in our industry, it's up to us. At some point, we need to own up to the truth: Building a pipeline of qualified technicians is our responsibility.
      In this blog article, I will break down the key reasons we are in this situation today and what we, as an industry, can do to solve the technician shortage. Are you ready to look in the mirror?
      Have We Pushed Technicians Away?
      Let's take a look at flat-rate pay. True flat rate, which pays a technician only for the hours they produce, is a controversial pay plan that emphasizes high production levels and creates a competitive work environment that, if not properly controlled, can lead to increased mistakes and a decline in morale and team spirit. Additionally, the stress and physical demands placed on technicians as they age are not favorable to long-term employee retention. What do we do with technicians as they grow older into their fifties and begin to slow down? 
      I have heard all the arguments and pros and cons of flat-rate pay, and I am not going to judge any pay plan. Let the facts speak for themselves. True flat rate has changed in most areas around the country and has evolved into a pay plan that gives technicians some pay guarantee.
      Many shop owners have learned that team morale, along with the opportunity to earn income, is important to technicians and to the company's long-term success. But let me ask you: how many technicians have left or been pushed out over the years because of the old flat-rate pay system?
      Another issue is the workplace environment. I remember being grateful to be hired as a young technician at a local repair shop. While very thankful, the work environment was not ideal. The shop owner kept the bay doors open year-round (I am from New York) unless it rained or snowed. He felt that if the bay doors were closed, customers might think we were closed for business. We had no heat and no hot water. Many of the jobs were done outside, year-round,  in all types of weather. The starting pay was minimum wage, with no benefits, sick days, or vacation pay. 
      Now, again, I need to point out that I was truly grateful for the opportunity this shop owner gave me. I learned a lot working there, and the experience was pivotal in my career. But looking back, I wonder how many people were discouraged by these working conditions?
      While the physical demands of the repair workplace are daunting, perhaps even more critical is the culture. Too many of my generation shop owners preached the mindset of "my way or the highway." We were the business owners, after all. We started our companies, took all the risks, and provided jobs. Why shouldn't we be the ones to set the ground rules our way?   
      Many of us found over the years that the "my way or the highway" mentality was a sure way to isolate employees and make them more likely to look over the fence for greener grass. In other words, it led many technicians to seek employment elsewhere, where they felt they could be appreciated and recognized for their hard work. The issue, however, was that there wasn't much green grass around. Disappointment after disappointment, bouncing from repair to repair shop, eventually led to despair. So, I ask you: were workplace conditions a contributing factor in today's technician shortage?
      Another factor that we are all well aware of is the complexity of the modern automobile. When I started, the work was mostly physical, and you were required to master essentially three vehicle models: General Motors, Ford, and Chrysler. Let's fast-forward to today. The evolution of automotive technology, along with the extensive training and tools required, has outpaced the typical technician's pay compensation, with no clear career path. Again, leading to frustration and insecurity about the future.
      Here is the bottom line: people don't leave their job; they leave their experience. We must do a better job. 
      The News Isn't all Bad; Your Next Steps to Fix the Technician Shortage
      To fix the technician shortage, it will take a combined effort from everyone in the automotive industry, particularly automotive shop owners. Shop owners are in the perfect position to make the greatest impact, not only on their businesses but also on the future automotive workforce.
      First, shop owners must become better leaders and understand that their ultimate success is directly dependent on the people they assemble around them. Any shop owner who mistakenly believes they can build an empire solely on their abilities is destined for serious disappointment. Business owners who think like this will eventually plateau. Without the collective contributions from a team of qualified people, your business will stall; it will not continue to grow.
      Create a workplace that attracts top talent: a clean, professional, well-equipped facility designed to support productivity, teamwork, and a career, not just a job. Build a great reputation in your community by getting involved locally. Become the auto repair shop that people take notice of as "the" place to work.
      Next, shop owners must become more financially knowledgeable. Knowing your numbers and what you need to achieve for a strong bottom-line profit is essential to paying technicians the money they need and deserve. Profit will also allow you to compete with other trade industries by providing a benefits package that has real take-home value and security.
      When it comes to culture, this is where the rubber hits the road. People crave recognition, praise, and a sense of purpose. Despite what you hear, people are not just money-motivated. Once people feel secure in their financial situation, retaining and motivating technicians can only be achieved by connecting with them on an emotional level. You cannot show enough appreciation. Give out praise for a job well done as if your business depended on it, because it does.
      As technicians age, we need to have a place for them. Expecting a 58-year-old to perform like a 35-year-old is unrealistic. We need to be more focused on career pathing. Provide training, skill development, and coaching to develop leaders and mentors within our older workforce. While their bodies may have slowed, the knowledge they have gained is priceless. 
      Our future is dependent on young people entering our industry. We need to give more young people opportunities. Every shop owner across the country should consider hiring an apprentice, then build an apprentice training plan and career path for them. If every shop did this, we could solve the technician shortage within five years. Get involved with the trade schools and high schools in your area. Look into the NAPA Apprenticeship Program. Don't sit on your hands with this one. Do it today.
      Lastly, don't get left behind. Commit to ongoing training for all your employees. Keep up to date with tools and equipment tailored to your business model. Don't try to be all things to all people and all vehicles. Identify your core profile customer and the vehicles they drive, and become an expert on those vehicles and the services you offer.
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