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Posted
Shops need to get paid for diagnostic time. Why is it that I speak to so many shop owners who have a fear charging for what they are worth? If I hear one more time that it only took his tech 20 minutes to diagnose a faulty O2 sensor or if the customer agrees to the repair they remove the analysis charge, I just may shoot someone!

 

Shop owners have NO problem selling 1.2 hrs for replacing front brake pads and rotors on a Honda Civic which takes most techs about 15 minutes, but struggle with charging diagnostic time???? What about all the years of training, cost of diagnostic tools, updates, Alldata, Mitchell, IATN, Identifix, Factory web sites, etc. Factor those costs into your analysis time and you’ll see it’s not just the 20 minutes it took to find the faulty O2, but years of training and ten’s of thousands of dollars of investment.

 

Who among fellow shop owners is as frustrated over this as I am?

 

Well, of course you are correct. But, the issue has more to do with competition and economic pressures than anything else. We do retain testing charges in almost all cases, but they are lower than what they should be...less than we charged in the 90's. The typical shop around here runs at 50% to 75% capacity. Many advertise that testing is free if they do the repair. We adjust to the demands of the market. We are seeing the complexity of the vehicles driving more cars our way, although this was supposed to be our huge advantage 20 years ago. The market in the future many demand that most testing is very inexpensive, if not free.

 

We concentrate on the bottom line...the overall GP...to get where we need to go. I suggest that all shop owners do the same and not spend too much time worrying about individual segments, whether that is testing, parts, labor, or anything else.

  • 10 months later...
  • 1 year later...
Posted

Shops need to get paid for diagnostic time. Why is it that I speak to so many shop owners who have a fear charging for what they are worth? If I hear one more time that it only took his tech 20 minutes to diagnose a faulty O2 sensor or if the customer agrees to the repair they remove the analysis charge, I just may shoot someone!

 

Shop owners have NO problem selling 1.2 hrs for replacing front brake pads and rotors on a Honda Civic which takes most techs about 15 minutes, but struggle with charging diagnostic time???? What about all the years of training, cost of diagnostic tools, updates, Alldata, Mitchell, IATN, Identifix, Factory web sites, etc. Factor those costs into your analysis time and you’ll see it’s not just the 20 minutes it took to find the faulty O2, but years of training and ten’s of thousands of dollars of investment.

 

Who among fellow shop owners is as frustrated over this as I am?

 

 

It is very prevelant in my economic area and it makes billing almost impossiable. I break my diagnostics into .5 hours segements. We usually charge .5 hours to do a quick trouble shoot and then break diagnostics into further increments based on the problems we find in teh initial .5 hour inspection.

 

Unfortunately companies like autozone are devaluing our bussiness and Its is very very fustrating.

Posted

I remind my customers not to under pay the people in their live that solve problems for them or it will cost them.There is no free ride.Keep fixing your car for free and you will be riding the bus. I also know that the real profit is in tracing the source of the problem fast. That is getting harder to do a a general repair shop that has to try to get payroll from whatever roll's in. I still focus on my side of the street. I don't want everyone's business just several thousand people that at any one time support me,pray for and refer me.

 

Happy Mothers day B)

  • 1 year later...
Posted

I think some customer education is needed for sure, so many people have this belief that you plug in your scanner, press a few buttons and wala, it tells you exactly what to do. I simply explain to my customers that the scanner only gives you information, it is up to the tech to decipher this information to track it to the actual problem. I often use o2s as an example, so often I have cars come in from another shop with lean codes on both banks and what you know they have replaced both o2s sensors when the problem is something else. This helps the customer understand that a proper diagnosis is worth paying for as the car is fixed right the first time and only the needed part(s) have been changed. I also explain the difference between a $100 code reader and what I use.

Posted

After spending time and money at everywhere else and the problem is still there....the customer tells me he/she is broke but can i take a look to see what's wrong for free like -------- does. The truth is many people cannot afford my help anymore after they have wasted the money elsewhere.

B)

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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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