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Posted
12 minutes ago, Albion said:

Ac in the shop

Its definitely hot out there! Are you asking about A/C options for your shop?

Posted

We have two shops, the larger of which has a three-car bay that has two large window units in the wall.  During our current heat wave (90-plus temp and 90-plus humidity) they have kept the work space relatively comfortable.  One drawback - the guys set the units to 60 degrees, thinking the lower they set it, the better it will cool.  Well, on a hot day they can't bring the bay down to less than about 80, but at night or on the weekend they turn the place into an icebox.  We don't work weekends, so I'm not sure what that costs me.  It's a training issue.

We are all competing for a diminishing pool of talented people to work on cars and AC is a way to help bring them in, as is the five day work week.

Our other shop is an old (circa 1964) Shell gas station with three bays which is not air conditioned.  July has been tough on my guys who work there, but we are looking at ways to cool things off.  Swamp fans DO NOT WORK in a high humidity environment like Tidewater Virginia, so AC is the only practical answer.  You don't need to maintain 72 degrees like a typical office building.  You just need to knock the temp and humidity down to bearable levels.  The bay doors go up and down continuously, anyway, so there is little hope of maintaining a stable temperature.

I watch the talented, loyal guys working out in my service station  and just hope they will hang in there until I come up with a practical, affordable solution.

Posted

I put in an oversized central A/C unit about 15 to 20 years ago and it was one of the best improvements to date. Our entire shop, office and bathrooms are taken care of. The thermostat is set to 68F day and night during the week and then raised to 72 for weekends when the shop is closed (but I am there doing paperwork and maintenance inside the building). I find that if I get the temp down as low as possible at night the floors and masonry walls get a chance to also cool down which helps maintain cooler temps as the day progresses with bay doors opening/closing and hot vehicles being pulled in and out. This past week the outdoor temps here in North East Jersey peaked at 95-100F with high humidity. Opening at 6am the shop was usually 68F and slowly climbed to upper 70’s by 1 or 2pm then gradually fell back down to 68F by early evening. My employees all appreciate and respect the A/C and try to economize by performing small, quick tasks outside so as to not open and close huge overhead doors. When needed the techs assists each other by  raising and lowering overhead doors while another tech quickly pulls in or out of the shop. This is obviously costly but summer was bad enough when I was younger, the A/C now allows me to walk out to my truck at the end of the day instead of crawling out to my truck. My techs are more comfortable so in turn they are more productive.

Posted

We installed a/c in our 4 bay shop plus office.  It was one of the best things that we did.  The techs are more productive and happy.  Our electric bill goes up $100 in the summer months and the thermostat is set at 70 all summer long including the weekends when we are closed.

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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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