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How do you keep track of employee hours?


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Hello all,

We currently pay our techs by the hour until business starts to pick up on mechanic jobs. Techs normally get a 1 hr lunch break (no paid). However, we have noticed that techs are leaving early and showing up late. As an off site owner, I find it difficult to keep track of hours, and would not like to pay for hours techs are not there. We have tried to use the honor system; however, may times techs are "forgetting" to note time in an out on the calendar. 

 

Any suggestions? Do you use an electronic clocking in an out system? Have the manager in charge do it?

 

Thanks in advance for your thoughts and opinions.

 

Regards,

Nick 

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I have been using a time clock for 35 to 40 years and would never be without it. My original clock required me to add up the hours at the end of the week. This old clock was replaced +/- 15 years ago with a time clock that totals the hours after every in/out entry. My employees like it because they are paid for every minute they are punched in for and they can see their total hours worked whenever they want. Bottom line - The employee that arrives to work on time and does not abuse lunch time will love it. The employee who is always late, takes extended lunch time and leaves early will hate it. I prefer to cater to the punctual worker that conforms to our lunch schedule. I also have my techs punch in and out for every job so I can keep track of billable hours more efficiently. 

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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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