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National Pronto Association, Automotive Distribution Network Announce Merger


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https://www.aftermarketnews.com/national-pronto-association-automotive-distribution-network-announce-merger/The leadership of National Pronto Association and Automotive Distribution Network announced today the merger of the two organizations. As of Jan. 1, 2021, the newly formed organization will be known as the Pronto Automotive Distribution Network.

Headquartered in Grapevine, Texas, Pronto Automotive Distribution Network will be led by Robert Roos as president and David Prater as executive vice president. The combined organization will represent more than 250 members in North America with an estimated revenue of approximately $5 billion annually. Members will continue to market under the Pronto, Parts Plus and Auto Pride names.

In addition, Pronto Automotive Distribution Network, together with Federated Auto Parts, will comprise the Automotive Parts Services Group (The Group). 

“Pronto members and staff are excited to partner with the Network team. The similarities between our two groups are significant, making the transition into one company a much easier path,” said Roos. “This merger will benefit Network and Pronto members, as well as our valued vendor partners, by increasing our membership footprint throughout North America and helping to ensure our collective future viability. In addition, the merger will enhance our position within The Group, working alongside our partners at Federated. I can’t think of a better way to start off the new year.”

“By forming the Pronto Automotive Distribution Network, we will have the ability to build on past success, make a greater impact in the marketplace, and identify more ways to benefit our members, supplier partners and associates,” added Prater. “Because the aftermarket is always evolving, taking this proactive step and merging two of the major program groups will help ensure our combined membership is well positioned to compete and achieve mutual success well into the future.”

Source: https://www.aftermarketnews.com/national-pronto-association-automotive-distribution-network-announce-merger/

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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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