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Zeus, Snap-on has said they will remain with the windows 7 platform on Zeus after the end of life 1/2020. No upgrades to Win 10. Any insight on tool impact, If any?


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EOL of Windows 7 means that you won't be getting any further updates from the Microsoft.   This should only impact you on security, meaning that you device is subject to being hacked as new loopholes are found on Windows 7.   I don't know this platform, but likely it is just a hardened tablet computer with a custom keypad (buttons) maybe.   If your system gets hacked, Snapon should be able to wipe it clean and reinstall.  You'll be down, but not dead.   In a closed environment (i.e. this is not a generic PC with other applications running), then SnapOn can likely work around any (non-security) issues that occur over time.   There is an advantage to SnapOn having a frozen version of the OS.    Every Windows update introduces new bugs that sometimes affects SnapOn.   With no more OS updates coming, it actually removes a pain point for them.

IMO, I would not worry about this.   SnapOn is an application developer.  They depend on the OS, but they are not needing W10 features if they are staying put.  If Windows 7 ever becomes a hindrance to SnapOn, they can always bite the bullet and move on.   It's easily solved with time and money (and knowing SnapOn, they extract said money from you).   (Source:  My previous career was Software Development including Embedded Systems (custom hardware).  Of course, this is all conjecture, but it should be on point).

Let me drive the point home.   My lovely Opus / ESP inspection machines are running Windows XP.   We have interesting problems such as the floppy disk getting full, requiring a maintenance call to resolve.   It only uses printers that have a physical Centronics Parallel Port connection on them.   I'd be happy with an upgrade that let me run a USB printer at least, but that's not coming.   These guys do 100's of transactions monthly and are getting the job done.  They are attached to the network, so they suffer the same security measures that you would with an old version of Windows 7.image.png.da9dc05d35f541e4a313eeab3564a9e4.png

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  • Have you checked out Joe's Latest Blog?

         3 comments
      Got your attention? Good. The truth is, there is no such thing as the perfect technician pay plan. There are countless ways to create any pay plan. I’ve heard all the claims and opinions, and to be honest, it’s getting a little frustrating. Claims that an hourly paid pay plan cannot motivate. That flat rate is the only way to truly get the most production from your technicians. And then there’s the hybrid performance-based pay plan that many claim is the best.
      At a recent industry event, a shop owner from the Midwest boasted about his flat-rate techs and insisted that this pay plan should be adopted by all shops across the country. When I informed him that in states like New York, you cannot pay flat-rate, he was shocked. “Then how do you motivate your techs” he asked me.
      I remember the day in 1986 when I hired the best technician who ever worked for me in my 41 years as an automotive shop owner. We’ll call him Hal. When Hal reviewed my pay plan for him, and the incentive bonus document, he stared at it for a minute, looked up, and said, “Joe, this looks good, but here’s what I want.” He then wrote on top of the document the weekly salary he wanted. It was a BIG number. He went on to say, “Joe, I need to take home a certain amount of money. I have a home, a wife, two kids, and my Harly Davidson. I will work hard and produce for you. I don’t need an incentive bonus to do my work.” And he did, for the next 30 years, until the day he retired.
      Everyone is entitled to their opinion. So, here’s mine. Money is a motivator, but not the only motivator, and not the best motivator either. We have all heard this scenario, “She quit ABC Auto Center, to get a job at XYZ Auto Repair, and she’s making less money now at XYZ!” We all know that people don’t leave companies, they leave the people they work for or work with.
      With all this said, I do believe that an incentive-based pay plan can work. However, I also believe that a technician must be paid a very good base wage that is commensurate with their ability, experience, and certifications. I also believe that in addition to money, there needs to be a great benefits package. But the icing on the cake in any pay plan is the culture, mission, and vision of the company, which takes strong leadership. And let’s not forget that motivation also comes from praise, recognition, respect, and when technicians know that their work matters.
      Rather than looking for that elusive perfect pay plan, sit down with your technician. Find out what motivates them. What their goals are. Why do they get out of bed in the morning? When you tie their goals with your goals, you will have one powerful pay plan.
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