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An Unprecedented Year and Strategies for 2021 – Bonus Episode 8


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Thoughts from an Unprecedented Year and Looking forward to Strategies for 2021

Key Talking Points:

  • As an industry we are essential
  • The strong got stronger
  • Virtual online training became the norm and will become a permanent part of our training needs
  • Milestones reached this year:
  • 600th episode of Remarkable Results Radio
  • 200th episode of the Town Hall Academy
  • The launch of Aftermarket Weekly.com
  • Launched all LIVE show broadcast on the website's LIVE page
  • Training must become part of your culture
  • The value of coaching
  • Networking is a must to grow and learn
  • Succession planning and growth
  • Embrace our youth
  • Set up an apprentice program
  • Reach out to a local shop and have coffee and talk

Resources:

  • Link to the ‘BOOKS‘ page highlighting all books discussed in the podcast library HERE. Leaders are readers.
  • Find every podcast episode HERE.
  • Every episode segmented by Series HERE.
  • Key Word Search HERE.

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  • Have you checked out Joe's Latest Blog?

         0 comments
      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.
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