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Yup! That "F" word comes up again! You're welcome to pre-register for my totally FREE Training Course - "How to Double Your Car Count in 89 Days... Without Wasting Hard Earned Dollars on Money Sucking Advertising."

What You'll Discover:
-How to actually get customers to refer you!
-Compete with any shop - Big Box Repairs Shops; National Chains; New Car Dealers - Doesn't Matter
-Learn an almost sneaky tactic to get customers to leave positive reviews - every time - all the time! 
- and a lot more!

This course WILL NOT BE FREE FOREVER - So now you have an opportunity to PRE-REGISTER and start 2019 with a "BANG!"

!!!YOUTUBE-FixYourCarCountIn89Days-sm.JPG.6c139409da39f010a5f1b9200e82f56a.JPG
Click NOW and WATCH THIS SHORT VIDEO - I'll Explain Everything!

Hope this helps! Can't wait to see you on the course! 
Matthew Lee
"The Car Count Fixer"

PS: Uh... did I tell you it's FREE!? Just want to be sure - don't want anyone to think I'm pulling one of those "shameless plugs!" ;)

 



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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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