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We've been searching for a new lube technician since October and I am beginning to wonder if we will ever find someone. We have had at least 5 not show for an interview, a few that showed up late and the best one was doing a working interview and never came back. If this a preview of what we have to look forward to with this generation of up and coming individuals wanting to get into the autmotive industry, then we are doomed.

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3 hours ago, Nataly Kartunova said:

Maybe it is time to stop doing lof.

Maybe it is time to start doing only  factory recommended , time and mileage based services.

Mark.

 

We are the only shop in town so removing from our services would be a disadvantage on our end. We've seen a large increase in sales since we added courtesy inspections to oil changes and repairs. If we don't do it some quick lube will and will also sell them the maintenance while they are there. 

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  • 8 months later...
On 4/8/2018 at 8:38 PM, spencersauto said:

We are the only shop in town so removing from our services would be a disadvantage on our end. We've seen a large increase in sales since we added courtesy inspections to oil changes and repairs. If we don't do it some quick lube will and will also sell them the maintenance while they are there. 

Plus the oil change is the most important service, because it allows you to get the vehicle up in the air, to perform inspection.   That is the loss lead, to the Steak and Potatoes feast.  I would never not offer an oil change.   

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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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