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Hope everyone is having good week with great sales. I am in the process of renegotiating my employee’s uniform contract. It is sorta the same old thing start low then get higher. Could I get some feedback on how you guys are handling this. I have looked at buying uni’s for my guys. In my area it is expensive and they do not want to update my guys. Just lchecking some ideas . Thanks guys. David

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Hey David,

Several years ago, we decided to buy our own uniforms, rugs and rags.  Over the past 10 years, we spend less than 40% of what it was cost back then.  That equates to roughly $25k for our single shop with 10 uniformed employees!  For us, it is worth it.

Happy to chat with you in more detail if you want to shoot me an email [email protected]

Chris

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On 6/14/2018 at 11:20 AM, tirengolf said:

Hope everyone is having good week with great sales. I am in the process of renegotiating my employee’s uniform contract. It is sorta the same old thing start low then get higher. Could I get some feedback on how you guys are handling this. I have looked at buying uni’s for my guys. In my area it is expensive and they do not want to update my guys. Just lchecking some ideas . Thanks guys. David

@tirengolf Were you able to renegotiate? Who is your uniform supplier?

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Buy your own! You get nicer, higher quality, more professional  and no contracts!  I'm saving over 5k a year. 

The same goes for rags. We used to use Cintas and the rags had holes, smelled like sewage and after you wash your hands they were still oily. You can buy new rags for half of what they charge for the disgusting things theyll rent you. And what can you do about it? You'll have a 5 year contract.

Auto repair isnt nearly as dirty as it used to be. Dont be treated like it is and pay for it. Our Cintas guy gets 1 week vacation every 6 or 8 weeks for picking up laundry!. You can help pay for that or you can use the 5k you earned for yourself. Signing a uniform contract is one of the worst business decisions you can make.

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  • Have you checked out Joe's Latest Blog?

         5 comments
      I recently spoke with a friend of mine who owns a large general repair shop in the Midwest. His father founded the business in 1975. He was telling me that although he’s busy, he’s also very frustrated. When I probed him more about his frustrations, he said that it’s hard to find qualified technicians. My friend employs four technicians and is looking to hire two more. I then asked him, “How long does a technician last working for you.” He looked puzzled and replied, “I never really thought about that, but I can tell that except for one tech, most technicians don’t last working for me longer than a few years.”
      Judging from personal experience as a shop owner and from what I know about the auto repair industry, I can tell you that other than a few exceptions, the turnover rate for technicians in our industry is too high. This makes me think, do we have a technician shortage or a retention problem? Have we done the best we can over the decades to provide great pay plans, benefits packages, great work environments, and the right culture to ensure that the techs we have stay with us?
      Finding and hiring qualified automotive technicians is not a new phenomenon. This problem has been around for as long as I can remember. While we do need to attract people to our industry and provide the necessary training and mentorship, we also need to focus on retention. Having a revolving door and needing to hire techs every few years or so costs your company money. Big money! And that revolving door may be a sign of an even bigger issue: poor leadership, and poor employee management skills.
      Here’s one more thing to consider, for the most part, technicians don’t leave one job to start a new career, they leave one shop as a technician to become a technician at another shop. The reasons why they leave can be debated, but there is one fact that we cannot deny, people don’t quit the company they work for, they usually leave because of the boss or manager they work for.
      Put yourselves in the shoes of your employees. Do you have a workplace that communicates, “We appreciate you and want you to stay!”
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