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Posted

Hi all,

I was wondering where do you typically display your shop warranty policies? Sign posted in office, at the bottom of the invoice, bottom of signed work order, on your website?

 

What do you recommend?

 

Thanks,

 

Nick 

Posted

We have our warranty displayed on a large framed poster on the wall, and we have a delivery brochure that we put every final invoice into and give to the customer when they pick up the car. The brochure is hard copy, folded one time, has our branding on the outside, and inside explains our store warranty and our nationwide Certified Auto Care warranty. BTW, we give a Lifetime warranty on both parts and labor, excluding drivetrain, maintenance, and commercial vehicles.

Also, because we do Lifetime, we have a Lifetime Warranty logo that fits our branding that we use in every marketing piece we do and is displayed in the waiting room.

  • Like 1
Posted

We recently switched to the attached. The explanation to my staff is also attached. As it says somewhere, this is not a good thing. 

The real eye opener for me was when i looked at the cost of paying a technician to perform warranty work (minimal) compared to the lost gross profit dollars per billable hour`(substantial), while they are tied up on parts failure related warranty labor.

We are not the "economy" parts kind of shop, and most in our little town would tell you that their is nothing economy about the service we provide. We will no longer be fooling ourselves into believing that a part line is acceptable just because it is the best that any of my suppliers stock. I believe is offering my customers choices, but it is time we share the risks as well. 

We will still be taking care of customers like we always have, but sure hope to minimize the number of third warranties in a 24 month period. 

 

 

Service and Parts Warranty July 2018 dist.docx

New warranty terms as of july 1 2018.docx

  • Like 1
  • Thanks 2
  • 1 month later...
Posted

rpllib, 

You are spot on with this, I can't thank you enough for passing this information on, I have been trying to create and plan just like this and your choice of words could not have been better. I assume you are giving permission for others to use this outline?

  • 2 months later...
  • 2 weeks later...
Posted

If I may ask, why do you offer an econo line part?  Reading your two documents sounds like you have had your fair share of warranties.  Why not only offer the premium or OE options and skip an Econo line part?

Posted

Your experience has obviously been different then mine. We are not an econo line shop in any way shape or form and it would be a fair statement that we never use the cheapest part available. We also don't tend to use the very most expensive part available. We have used this methodology for many years with success. . It is my contention that far too many parts that you might labeled as "premium" (which are the majority of parts we use) are nothing of the sort and that it is our suppliers that make the determination of what quality of parts we have available. Many premium lines have far too many instances of early failures. If you are a European or import specialists, you may not be seeing the level of issues we see as general repair shops. My whole point is that we (shop owners)need to demand better quality from our suppliers and stop being most concerned with price. I suspect most experienced shop owners would tell you that it costs you gross profit dollars to use cheap parts. That is just the nature of matrix's. In the meantime, while we wait for quality to reverse direction, this new warranty program seemed like a suitable stop gap. 

Thanks for the reply and another opportunity to clarify my intentions

  • 5 months later...
Posted
On 11/26/2018 at 2:00 AM, Old and Tired said:

3/36 and we never need it. 

never need it as in never have customers return with warranty issues?  is there a secret to this or is it a simple do it right the first time approach?

Posted

Do it right with quality parts but mainly if something is going to go wrong it will happen a lot sooner than 2 or 3 years after the repair but it's good peace of mind for the customer

Posted

As a consumer, the more ways a proprietor puts in place to escape their warranty the less that business builds value or credibility.  If I was at the front counter of a shop that said "We warrant our work and parts for 12 months only unless you actually drive your car," I would not go back and I don't believe that shop would retain a good reputation.  If my shop suffered an excessive number of warranty repairs I would no longer be LYING to my customers by telling them I was using quality parts.  I would not put the liability or responsibility on them for the poor quality of parts that my shop was choosing.  Now I do offer economy parts and I do make the customer aware that they are not of the quality I prefer but as a cost concern option they are available .  I cut my 24 month/24,000 mile warranty for economy grade parts down to 12/12 at most and that is disclosed at the time of offer, not at pick up.  I also don't go to lengths to blame others and pretend it is the customer's fault because they don't want the cost of the original equipment part, which in my area are only covered from the dealer with a 12 month or 12,000 mile warranty.  And they are very strict about not only the time/mileage limitation but also actually warranting the part, because, well you know original equipment parts don't have defects.

 

Bottom line, my warranty is 24 month, 24,000 miles to the original owner family, subject to the part manufacturer's warranty stipulations.  As a NAPA AutoCare Center those conditions are pretty simple, the warranty does not cover accidental or external damage, modifications, installation in applications not listed in the application catalog or incidental or consequential damage, pretty typical warranty conditions.  As for commercial applications, most parts do not have an exclusion or reduction.  In short, the warranty conditions and application seek to be as customer friendly and accommodating as possible. 

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  • Have you checked out Joe's Latest Blog?

         0 comments
      The Technician Shortage Is Our Fault, And It's Time We Own It
      Nearly every day, I hear shop owners complain: "There's a technician shortage. We can't find qualified people. There's no one out there." If that's true, then who's to blame?
      The industry? The schools? The government? I don't know how you feel, but who promised us an endless supply of qualified technicians?
      Another common complaint is that young people do not want to work in the trades. Well, if that were true, then why are other trades such as HVAC, electrical, and plumbing growing? What are they doing that the automotive industry is not? 
      Here's the reality we need to face: We do have a problem, but we shouldn't look for someone or any entity to rescue us. Not the government. Not the trade schools. Not the recruiting companies. No one owes us a workforce. If we want great people in our industry, it's up to us. At some point, we need to own up to the truth: Building a pipeline of qualified technicians is our responsibility.
      In this blog article, I will break down the key reasons we are in this situation today and what we, as an industry, can do to solve the technician shortage. Are you ready to look in the mirror?
      Have We Pushed Technicians Away?
      Let's take a look at flat-rate pay. True flat rate, which pays a technician only for the hours they produce, is a controversial pay plan that emphasizes high production levels and creates a competitive work environment that, if not properly controlled, can lead to increased mistakes and a decline in morale and team spirit. Additionally, the stress and physical demands placed on technicians as they age are not favorable to long-term employee retention. What do we do with technicians as they grow older into their fifties and begin to slow down? 
      I have heard all the arguments and pros and cons of flat-rate pay, and I am not going to judge any pay plan. Let the facts speak for themselves. True flat rate has changed in most areas around the country and has evolved into a pay plan that gives technicians some pay guarantee.
      Many shop owners have learned that team morale, along with the opportunity to earn income, is important to technicians and to the company's long-term success. But let me ask you: how many technicians have left or been pushed out over the years because of the old flat-rate pay system?
      Another issue is the workplace environment. I remember being grateful to be hired as a young technician at a local repair shop. While very thankful, the work environment was not ideal. The shop owner kept the bay doors open year-round (I am from New York) unless it rained or snowed. He felt that if the bay doors were closed, customers might think we were closed for business. We had no heat and no hot water. Many of the jobs were done outside, year-round,  in all types of weather. The starting pay was minimum wage, with no benefits, sick days, or vacation pay. 
      Now, again, I need to point out that I was truly grateful for the opportunity this shop owner gave me. I learned a lot working there, and the experience was pivotal in my career. But looking back, I wonder how many people were discouraged by these working conditions?
      While the physical demands of the repair workplace are daunting, perhaps even more critical is the culture. Too many of my generation shop owners preached the mindset of "my way or the highway." We were the business owners, after all. We started our companies, took all the risks, and provided jobs. Why shouldn't we be the ones to set the ground rules our way?   
      Many of us found over the years that the "my way or the highway" mentality was a sure way to isolate employees and make them more likely to look over the fence for greener grass. In other words, it led many technicians to seek employment elsewhere, where they felt they could be appreciated and recognized for their hard work. The issue, however, was that there wasn't much green grass around. Disappointment after disappointment, bouncing from repair to repair shop, eventually led to despair. So, I ask you: were workplace conditions a contributing factor in today's technician shortage?
      Another factor that we are all well aware of is the complexity of the modern automobile. When I started, the work was mostly physical, and you were required to master essentially three vehicle models: General Motors, Ford, and Chrysler. Let's fast-forward to today. The evolution of automotive technology, along with the extensive training and tools required, has outpaced the typical technician's pay compensation, with no clear career path. Again, leading to frustration and insecurity about the future.
      Here is the bottom line: people don't leave their job; they leave their experience. We must do a better job. 
      The News Isn't all Bad; Your Next Steps to Fix the Technician Shortage
      To fix the technician shortage, it will take a combined effort from everyone in the automotive industry, particularly automotive shop owners. Shop owners are in the perfect position to make the greatest impact, not only on their businesses but also on the future automotive workforce.
      First, shop owners must become better leaders and understand that their ultimate success is directly dependent on the people they assemble around them. Any shop owner who mistakenly believes they can build an empire solely on their abilities is destined for serious disappointment. Business owners who think like this will eventually plateau. Without the collective contributions from a team of qualified people, your business will stall; it will not continue to grow.
      Create a workplace that attracts top talent: a clean, professional, well-equipped facility designed to support productivity, teamwork, and a career, not just a job. Build a great reputation in your community by getting involved locally. Become the auto repair shop that people take notice of as "the" place to work.
      Next, shop owners must become more financially knowledgeable. Knowing your numbers and what you need to achieve for a strong bottom-line profit is essential to paying technicians the money they need and deserve. Profit will also allow you to compete with other trade industries by providing a benefits package that has real take-home value and security.
      When it comes to culture, this is where the rubber hits the road. People crave recognition, praise, and a sense of purpose. Despite what you hear, people are not just money-motivated. Once people feel secure in their financial situation, retaining and motivating technicians can only be achieved by connecting with them on an emotional level. You cannot show enough appreciation. Give out praise for a job well done as if your business depended on it, because it does.
      As technicians age, we need to have a place for them. Expecting a 58-year-old to perform like a 35-year-old is unrealistic. We need to be more focused on career pathing. Provide training, skill development, and coaching to develop leaders and mentors within our older workforce. While their bodies may have slowed, the knowledge they have gained is priceless. 
      Our future is dependent on young people entering our industry. We need to give more young people opportunities. Every shop owner across the country should consider hiring an apprentice, then build an apprentice training plan and career path for them. If every shop did this, we could solve the technician shortage within five years. Get involved with the trade schools and high schools in your area. Look into the NAPA Apprenticeship Program. Don't sit on your hands with this one. Do it today.
      Lastly, don't get left behind. Commit to ongoing training for all your employees. Keep up to date with tools and equipment tailored to your business model. Don't try to be all things to all people and all vehicles. Identify your core profile customer and the vehicles they drive, and become an expert on those vehicles and the services you offer.
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