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I have a new employee that needs to get some tires & asked if he was able to get them at cost or a discounted rate. We don't put much profit on the tires so not a lot of room to offer a discount. I do have other employee's that get for the cost, but they are also family members & in management. I'm curious what do other shops do or offer the employee's.

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Water Proof And Self Adhesive

Well, I was thinking 5% across the board. Then the question arose about labor, If he wants to use the shop & tools after hours & is a trusted employee that is not taking advantage of it do you allow it or say no so it don't start something you don't want. If they want to do it on reg shop hours I feel if I'm paying them they should pay full shop rate because I could maybe have that bay full of a paying customer, so what do you all do with labor or shop use?

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All tech but one are flat rate so they can work on their own stuff, office help pays 10% off labor and 10% over on parts most times, unless a tech will work on for free after hours or something like that, not a huge company here , only 8 of us and we pretty much take care of one another 

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I always looked at as they are working for and with me, they make me a good living, giving up profit for an employee was a no brainer. They got cost on parts, they did their own labor without my paying them, so off the clock. All family members got a cost plus on parts and 25% off labor. And they got scheduled as to not disrupt the normal business we had. Helping employees was what helped me keep a crew together for years. I learned a long time go it was very expensive to hire and train a new person, much cheaper to keep good guys happy. 

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  • 4 weeks later...

Immediate family only no mark up and no charge for use of bays after hours. I have been doing this for 25 years and it creates a great give and take with all of my employees. Whenever  I need a little more from them they are always give it to me 

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  • Have you checked out Joe's Latest Blog?

         0 comments
      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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