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Posted

We have a small shop in a small town where feedback is important to us. We have a handful of customers that owe us money for one reason or another. I don't want my name in the local paper that I sue everyone that owes but how can you get them to pay. I know we can't go take wheel off to repo them or assume we can't? Looking to be that pain that they will just pay to get rid of me. We call or message and get the same story as always checks in the mail or I will stop in next week etc. What are others doing and don't give me the we don't allow charges because we don't either but everyone has that special case that it happened.

  • Like 1
  • Alex changed the title to Slow or Non-Paying Customers
Posted

After sending invoices and calling fails to yield positive results I have been known to go to the customer’s house at 6:00 am with our tow truck and park in the street blocking their driveway. First you will notice curtains or shades are moved with quick glimpses of inhabitants trying to see what your plans are. Then the front or side door opens and they step out briefly, acknowledging your presence with a half hearted wave and then they return into the safety of their house. Eventually they sheepishly walk out to the truck and ask what you want. At that time you calmly say “I just want to get paid for the repairs that were performed on your vehicle and when that has been settled I need to go back to work”. Do I have a legal right to do this? I don’t know and so far I don’t care because it works. I have also taken local customers to small claims court with equally favorably results but more time is spent representing yourself in court than an hour or two in front of a dead beats driveway. Do not worry about what people of that class and caliber might say to other people because it is useless anxiety. Never feel embarrassed to demand payment for work that was completed properly and at a fair price. The people who owe you money should be the ones that are embarrassed and worried that everyone in your small town will view them as a dead beat. Unfortunately  people like that have no pride and/or don’t care and that is why they ignored your previous attempts at obtaining payment. When they owe you money they will never come in so don’t worry about losing them as a customer, they are already lost. Once they pay up they may resurface in the future and request help, then it is up to you whether to forgive and forget. If you choose “forgive” just make sure you don’t “forget”. I have had to remind people (they needed no reminding but I do it as a formality to let them know where I stand) and I explain that I have no time or patience to chase them like the last time and full payment is expected at completion or the vehicle does not leave the property. Good luck.

  • Like 4
Posted

Excellent advice from previous post. Id just like to add that in my state a expressed mechanics lien is applied when work is done. Their vehicle is the collateral. I have it clearly posted in the office that payment is due immediately upon completion. Also if they leave it past the payment grace period there is a $20 per day storage fee. I also have a clear it don't budge until its paid in full policy, no exceptions. I do not accept checks, just cash or card. I've strictly followed these policies for the past 8 years and have had no issues getting paid. Remember its all clearly posted so they know when they step in the door. . . Hope this helps

Posted

We also spent our share of years chasing money, and really sucking at collecting. We do not have a tow truck, although if i would have thought of it, I would have been more than willing to threaten a tow. It did eventually sink in that i am not a bank, so i should let the professionals handle deciding who to give out credit to. We started with Synchrony a couple decades or more ago with 90 days same as cash and now 6 months same as cash. I decided that the extra .5% for the discount rate was worth it and if they couldn't get approved, there was a good chance that I shouldn't approve them either. Historically we see a about a 50% approval rate with more being approved then not in the last year or so. We get access to the program as part of our certified service center program with Auto Value/Bumper to Bumper. We also have available the CFNA program through another program we are part of. The backend advantage besides getting paid, is that it makes future transactions much easier with the same customer. Today I have a call with a representative from West Creek Financial for a program that will approve 20-30% of those that Synchrony or CFNA won't approve. We are big believers in having financing programs available. 

We are also in a small rural community, not necessarily smaller than yours by population, but our percentage of households with 75k or more in household income is about 1/2 of yours and our percentage of households with at least one 4 year degree in the household is about 1/2 of yours as well( Holton). In any case, we are both in small rural communities. I find the visual of  "number of traffic stoplights in the COUNTY" helps folks understand what my definition of rural is. We have two traffic stoplights in the county and three blinking caution lights.  I suspect yours is similar(Jackson). I relate this information for the benefit of other readers. For some subjects relating to automotive service, it can be somewhat different, doing business in communities our size. 

I would encourage looking into having the ability of offering at least one of these type programs available in your store.  I clearly remember the transition from in house financing to Synchrony and how much easier it was to let folks know that although we do not have in house financing, we do have an option for them. I am equally looking forward to having an option for those that tell you right up front that they won't get approved. I am hopeful that Westcreek is an answer for those folks. 

  • Like 2
  • 4 years later...
Posted

I had a boss that had a Christmas Tree in the front room. He warned those that owed him money that their bills would be hanging on the tree, and if they wanted them off just come down and pay. 

It worked for most.

Posted

I, too, used to extend credit in my early transmission repair career and it didn't work for me.  30 years, 3 locations, and 2 states later, I learned a new method.  I bought an expensive location in an affluent neighborhood with high visibility and traffic count.  I also tried to specialize in 10-year-old and newer vehicles.  I never had a payment problem at that location.  The customer either had a debit or credit card available.

Would we refuse to work on older vehicles?  No, I just didn't turn on the sales charm and sometimes asked for a parts deposit.  I never got beat out of money at that location.  Was it a cheap solution?  No, not at all.  Between the mortgage and PPC advertising online of $13K/mo. it was (to me) the cost of admission to a hassle-free financial situation.

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  • Have you checked out Joe's Latest Blog?

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      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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