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Epicor Acquires MechanicNet


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Epicor MechanichnetEpicor Software Corp. announced it has acquired MechanicNet Group (MechanicNet), a Pleasanton, California-based provider of customer relationship management (CRM) and retention solutions for automotive service businesses and their clients.

The transaction closed on June 3. Financial terms of the agreement were not disclosed.

MechanicNet is a developer of web-based CRM tools and related solutions designed to help vehicle service businesses increase sales and enhance customer satisfaction and loyalty. The company offers an array of solutions – service reminders, estimate follow-ups, online appointment setting, customer-facing service portals, shop-branded websites and comprehensive customer marketing campaigns – that have supported the growth of thousands of repair businesses throughout the United States and Canada.

MechanicNet’s solutions are compatible with virtually every popular service management software platform, enabling users to integrate marketing and CRM activities into their daily business operations, Epicor noted.

“Service providers represent the auto care industry’s ultimate connection with millions of consumers and businesses that rely on our products and services – and it is absolutely vital that we help these businesses continue to grow,” said Scott Thompson, senior vice president, automotive and business services, Epicor. “MechanicNet is already playing an impressive role in supporting the growth of thousands of businesses across the U.S. and Canada. We are confident that with our ability to innovate and invest, we can make MechanicNet solutions even more valuable and compelling for service providers and their customers.”

The acquisition will expand the Epicor portfolio of solutions for the vehicle service market. Today, Epicor solutions are used each day in more than 100,000 automotive business locations across the United States, Canada and Mexico. The company’s PartExpert database of replacement parts, tires, labor and other information is embedded in many of the industry’s most popular shop management platforms.

Epicor also offers a web-based estimating solution, Integrated Service Estimator, that helps vehicle service locations more quickly estimate and source parts and related supplies for most maintenance services and mechanical repairs. In addition, the Epicor Parts Network connects thousands of parts sellers with more than 180,000 registered service location buyers.

“Together, Epicor and MechanicNet will provide a more complete end-to-end automotive aftermarket offering that helps customers manage their back office, shop operations and customer engagement,” Thompson said. “These automotive service business solutions help accelerate sales growth, improve productivity and deliver superior customer loyalty experiences.”

Source: https://www.shopownermag.com/epicor-acquires-auto-care-crm-systems-provider-mechanicnet/

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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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