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Auto Shop Owners Group Of Facebook Annual VisionKC Dinner


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It's that time of year again folks! VisionKC is coming up right around the corner. 

And that means that the annual ASOG dinner is ramping up its registration efforts!

The dinner is open for all to attend, regardless of membership to ASOG and all proceeds go to the ASOG scholarship efforts!

ASOG will bring another lucky shop owner with 3 years or less in business to VisionKC. This will be the 3rd scholarship the group has provided, but it certainly won't be the last. We look forward to providing scholarships to events all over the country, and working to ensure scholarship winners are given the tools and paths needed to succeed. 

Jacob and Lacey Bunyard were last year's winners - when we met Jacob and Lacey things were tough! It wasn't just the business that was suffering, through the suffering of the business, Jacob and Lacey's family...their children were paying the true price. 

Today, Jacob and Lacey, through the connections and offerings presented at VisionKC have turned the business from a significant liability into a resource which provides a good life for their family. 

We've also offered scholarships to the greatest automotive show in the south east,  ASTE by The Independent Garage Owners Of NC and seen tremendous growth of that shop owner as well. 

 

We ask that you, as shop owners, and part of the automotive family join us for dinner. We ask that you support our efforts to improve this industry,  even if it's one shop at a time. And most of all, we ask that you join us in continuing to bring unity to shops nationwide, to continue to share a vision of something better for this industry - a higher potential, a better life for owners who haven't been given the opportunity to see there's a better, more profitable way. 

 

Isn't it time that we stop seeing each other as competition, but as allies? 

 

Please join us for dinner if you are able.

Information about the dinner is available at 

www.asog.site

 

 

 

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  • Have you checked out Joe's Latest Blog?

         5 comments
      I recently spoke with a friend of mine who owns a large general repair shop in the Midwest. His father founded the business in 1975. He was telling me that although he’s busy, he’s also very frustrated. When I probed him more about his frustrations, he said that it’s hard to find qualified technicians. My friend employs four technicians and is looking to hire two more. I then asked him, “How long does a technician last working for you.” He looked puzzled and replied, “I never really thought about that, but I can tell that except for one tech, most technicians don’t last working for me longer than a few years.”
      Judging from personal experience as a shop owner and from what I know about the auto repair industry, I can tell you that other than a few exceptions, the turnover rate for technicians in our industry is too high. This makes me think, do we have a technician shortage or a retention problem? Have we done the best we can over the decades to provide great pay plans, benefits packages, great work environments, and the right culture to ensure that the techs we have stay with us?
      Finding and hiring qualified automotive technicians is not a new phenomenon. This problem has been around for as long as I can remember. While we do need to attract people to our industry and provide the necessary training and mentorship, we also need to focus on retention. Having a revolving door and needing to hire techs every few years or so costs your company money. Big money! And that revolving door may be a sign of an even bigger issue: poor leadership, and poor employee management skills.
      Here’s one more thing to consider, for the most part, technicians don’t leave one job to start a new career, they leave one shop as a technician to become a technician at another shop. The reasons why they leave can be debated, but there is one fact that we cannot deny, people don’t quit the company they work for, they usually leave because of the boss or manager they work for.
      Put yourselves in the shoes of your employees. Do you have a workplace that communicates, “We appreciate you and want you to stay!”
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