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My shop is in a very rural area in South Carolina.  We are mainly a new tire dealer and we have been here for over 40 years.  We repair and replace everything from hand truck tires all the way up to large radial rear tractor tires.  We do alignments, brakes, front end suspension work, batteries, and oil changes.  We have been successful at what we do, but I see the effects of the internet and additional competition from car dealers, big box, etc. on tires and rims.  

I took over from my dad about 3 years ago and I added oil changes and focused more on the alignment and front end suspension work, which has been great.  I have a great alignment and suspension guy.  My background is more finance and the business side of things as opposed to the mechanical side of things.

I would like to get into doing more for our customers.  I want to get some opinions on what types of services we should offer, and how I can find a decent general maintenance tech.  I don't think that we should jump full on into engine and transmission work, but I could see doing things like master cylinders, ac work, fuel filters, general maintenance, etc.   

I am going to have a pretty steep learning curve on this, so any pointers you guys could provide will be appreciated.

 

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Water Proof And Self Adhesive

Not sure what you're already doing, but the basics are a good inspection on every car or truck and consistently looking up the factory maintenance schedules every time...then do the work that you find. We have signs around the customer area all about the benefits and savings of proper maintenance, so we stress maintenance over repair. Then we present that we inspect the car every time so they are safe and the car is reliable. We'd rather find a problem while they're car is in the shop then them finding it out on the road. I have signs with sayings like these so customers read them and the advisers have consistent word tracts. You could look up a variety of factory maintenance schedules to get ideas of services you would need at add.

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  • 3 months later...

Hammer, you ask great questions. I'm not going to comment on the services - but rather what you can do to, well, basically (what you asked was to) sell more to your customers. 

This is the best place to start. They're already fans and followers and they're the most likely to come back to you. But have you thought about this?? If (on average) it costs between $75 - $150 to get a new customer, would you spend $12 a year to KEEP the ones you've got?

I'm thinking you would, right? 

Then stay in front of them. I know this is going to sound a little "nuts", but it works. A simple "Newsletter" that's mailed out (real snail mail) does that. In total, about $1 per mailing - so that's about $12/customer per year. 

Now, don't hammer them with offers - there's a ton of stuff you can put in the newsletter - and yes, you can offer "NEW" or just drop a list that starts out "Did you know we also do...."

It's just building a relationship. Not quarterly - not every other month - it's got to be monthly. It works - it pays for itself, and really builds your position and authority in the market. 

Hope this help!

Matthew Lee
"The Car Count Fixer"

Join me at "Car Count Hackers" on YouTube

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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.
      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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