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Just wondering if I was the only fool who signed up for Mitchell 1 at $149 per month, only to realize that this was an "introductory" offer for 6 months and the price then jumps to $219 monthly. My sales person didn't make this clear at the time I signed the contract. Just wondering if anyone has had a similar experience.

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On 2/23/2018 at 2:39 PM, spenceauto said:

Just wondering if I was the only fool who signed up for Mitchell 1 at $149 per month, only to realize that this was an "introductory" offer for 6 months and the price then jumps to $219 monthly. My sales person didn't make this clear at the time I signed the contract. Just wondering if anyone has had a similar experience.

Sounds like you have the bundle. Do you have manager and prodemand/ondemand for repair? If so they sell the TeamWorks package at $229 plus $15 per additional user. Manager is $119 separate and Prodemand is $169 separate according to their website.

Mitchell Teamworks

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Well, I look at it this way. Cost is what it is and when I consider the options - the cost of the Mitchell Package is minimal, especially if I consider trying to do automotive repair without it. We use it every day all the time. Comes out to cents per hour. Why are we fussing?

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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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