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How to Implement Your Own Apprentice Program


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I want you to invest in this episode, beginning to end. It is one of the most important topics we can discuss today. You’ve heard me say that apprenticing will be an essential strategy to fill the technician ranks. We need to collectively engage a reliable apprentice program at every professional shop in North America. 

This is an episode where there is a lot of ‘HOW TO’ discussed. With me is Mike Davidson, shop owner and creator of an apprentice program that has been put through all the rogers. Mike is president of Industry Essentials. Also speaking is. Pete McNeil and Jake Sorenson from McNeil's in Sandy, Utah who created their own apprentice program and it was picked up by NAPA nationally. 

This episode will help you get started. There is a lot in here to understand and learn. Yes, we need to do this, but there is no super easy button that makes it happen. I challenge you to commit to an apprentice program and engage a willing ‘student’ who wants to become a journeyman technician. 

The show notes page contains a link to the PowerPoint slides and links to important sites to help you start. You can find our guest’s other episodes and the key talking points for this episode at  https://remarkableresults.biz/e605/

https://player.captivate.fm/episode/6447a547-aef0-4977-aa31-3d68f1d042ff

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  • Have you checked out Joe's Latest Blog?

         4 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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