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I was looking for some input into advertising. I have really not done any the last 25 years. We are rebranding or should I say changing directions a little. Going back to tires, brakes ,alignment and maintence. When I did it last other than the phone book we did a little newspaper. I think those have basically gone. So many options out there, I just do not want to throw a bunch of money away on the wrong advertising. Any help would surely be appreciated. Sincerely David

Posted

I have 4 main campaigns going and some other things.  One hits 45K homes every 3 weeks, one hits about 10K homes every 5 weeks (overlaps), one is direct mail to people that have never visited my shop and then other reminder marketing.   What I did was to align myself with a small business marketing company that specializes in automotive.   I get lower pricing thru him than I would going direct to the mailing companies because of his total volume.   Actually, the direct mail and the reminder marketing are done thru two other companies that specialize in those types of marketing.  I track all of these very carefully to monitor success rate.   In spite of that, frankly, I couldn't tell you for sure that it works versus doing nothing, but I do believe it helps get the word out that we exist, which IMO is my biggest barrier being relatively new.   I'm still doing it and have no plans to stop.   I'd be happy to share contacts if useful.   This is costing me about $2500 monthly.

They say that you need to be seen 7 times with advertising to be "known".   I had significant heart-burn deciding to do this and didn't want to do what I'm doing.  I'm mailing much wider than I want to because of how the postal / advertiser routes are structured.   If I want to mail across the street, I have to accept that whole area.  Kind of frustrating, but I'm hitting my target areas.

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  • Alex changed the title to Looking for some input into Advertising
Posted

Topic title changed to "Looking for some input into Advertising" and moved to Marketing, Advertising, & Promoting forum. 😁

Posted

Advertising is one of the biggest heartaches for many automotive shops. Their are many questions that swirl around the idea about advertising.

How much money do we need to spend?

Who is our target?

How do we know if the advertising going to work? 

Their is no right answer to the advertising question, but the answer does lay with your customers. Simply put, there is three generation of customers; past, present and future.

The past customers already know you and know the customer service that you provide, in return they send word a mouth to other friends that need repairs. These customers don't go un-noticed, they are your behind the scene advertisers. They are the ones that you send special support to, such as, gift cards, thank you cards, free oil changes and so on. They will continue to feed your business.

The present customers are your referral customers. They require a little more attention and communication so they know they can trust you as a reliable automotive shop. Making sure that you spend the time explaining what is wrong with there vehicle and what the recommend repair is and the options they have. With these customers you add a key chain to there rings, you give them a oil change sticker on the windshield, you give them a cool looking decal. Something that they can walk away and say I went to THIS SHOP to have my truck repaired.

The future customers, is our future customers. We rely on past and present customer to continue to feed our shops with work. Most important thing that many people forget is that you are AIMING for the FUTURE CUSTOMERS "Gen Z, iGen or Centennials" these are the social media, internet advertising customers. They don't deal with direct mail or hassle with emails, they scroll through social media and look at pop ups, they google business and look at reviews. To answer your question, invest in SEO if you want to continue to build your business.

Conclusion, I took over a 40 year old transmission shop 12 years ago. It is still family owned and operated and houses excellent talent and knowledge in the field of transmission. I noticed that we were loosing customers and things needed to change. They were still advertising with phone books and newspapers. But we were in the middle of change in society with social media picking up speed. I saw it coming. I quickly changed direction and started focusing on the "Future customers". We started to focus and research the SEO world. What did it have to deal with me. The more I learned the more I realized that we all do the same thing. You go on vacation and you have a breakdown, where do you turn to? The internet. When you have problems with your car and who do you take it to? You look on the internet.

Currently 60% of our new cliental come from the internet and reviews, 30% from word a mouth and 10% all others. There is not a right way or wrong way to advertise, you just have to look into your community and see where your greatest strength are.

 

Hope this post helps someone. Have a great day.

  • Like 2
  • 2 weeks later...
Posted

When I said:

On 9/1/2019 at 8:46 PM, bantar said:

I track all of these very carefully to monitor success rate.   In spite of that, frankly, I couldn't tell you for sure that it works versus doing nothing,

I intended to say....    I've not tried "doing nothing", so I have no way to compare "nothing" with what I'm doing.   I believe that doing nothing would be bad and therefore don't have plans to test it.

  • 1 month later...
  • 6 years later...

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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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