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[Podcast] From Technician to Service Advisor to Operations Manager – Phil Carpenter [RR 540 ]


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Phil Carpenter has been in the automotive industry since 2002 however his passion for Automotive started much earlier. He bought his first vehicle at 14 years old and still has it, a 1959 Chevy Pickup. He has spent time as an Audi Certified Technician, Service Advisor, Parts Specialist, Service Manager, General Manager and currently, is the Director of Operations at Urban Autocare and Avalon Motorsports in Denver, CO (four locations). His credentials include an ASE Master Certification as well as an Associates Degree in Automotive Technology. Phil was Brian Sump’s first employee at Avalon Motorsports and since has led his team to win many industry awards as an independent shop manager including Motor Age Top 10, BBB Torch Award and other community awards. He is the President of the Mechanical Division for ASA Colorado. Phil's Previous Episodes HERE.

Key Talking Points:

  • Started as a technician in dealershipsTook 3 years of automotive classes in high school then went through Universal Technical Institute and AUDI Academy
  • Didn’t feel fulfilled in the dealership 
  • Referred to Brian Sump through mutual coworker- had online part sales business and wanted to start shop
  • Connected with Brian’s passion and drive- took pay cut and went to work with him in 2007, humbled beginning, 4 shop business now, continue to counterbalance each other
  • Was stagnant for first 3 years, moved original shop to busier location, sink or swim
  • Went from technician to service advisor to general managerHad health issues early on and knew couldn’t stay technician for long, worked as both technician and service advisor in early stages of business which became too difficult
  • Chose to stick with being a service advisor- enjoyed the challenge and being outside of his comfort zone, developed different skill set, had service advisor training and hired private coach 
  • After a year and a half started looking to a manager position at a second location- growth as leader skyrocketed, Brian trusted and believed in Phil to lead
  • As technician- loved the sense of accomplishment and pride for fixing vehicles 
  • As advisor- thrived by gaining customer’s broken trust from previous shops
  • As manager/director of operations- continues to be motivated by seeing the potential of employees and helping them reach the next step of career. Employees can grow within the business instead of leaving the shop to grow
  • Brian and Phil continue to tell new employees about their story of early humbled days- come so far and still, places to grow, attract quality employees that want to be a part of the business and engaged
  • Have to be willing to dedicate yourself to training, encouragement, and criticism to move to the next level
  • Ways to continuing growing automotive industryConnect with local schools and community

Resources:

  • Thanks to Phil Carpenter for his contribution to the aftermarket’s premier podcast.
  • Link to the ‘BOOKS‘ page highlighting all books discussed in the podcast library HERE. Leaders are readers.
  • Love what we do, buy a cup of coffee HERE.

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This episode is brought to you by AAPEX, the Automotive Aftermarket Products Expo. AAPEX represents the $740 billion global automotive aftermarket industry and has everything you need to stay ahead of the curve. With 2,500 exhibiting companies, you’ll see the latest products, parts, and technologies for your business. As a result, the event also offers advanced training for shop owners, technicians, warehouse distributors (WDs) and auto parts retailers, as well as networking opportunities to grow your business. AAPEX 2020 will take place Tuesday, Nov. 3 through Thursday, Nov. 5, 2020 at the Sands Expo in Las Vegas. Therefore, more than 48,000 targeted buyers are expected to attend, and approximately 162,000 automotive aftermarket professionals. They will be from 135 countries which are projected to be in Las Vegas during AAPEX 2020. For information, visit aapexshow.com

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This episode is brought to you by Shop-Ware Shop Management. It’s time to run your business at its fullest potential with the industry’s leading technology. Shop-Ware Shop Management will increase your efficiency with lightning-fast workflows, help your staff capture more sales every day, and create very happy customers who promote your business. Shops running Shop-Ware have More Time and generate More Profit—join them! Schedule a free live demonstration and find out how 30 minutes can transform your shop at shop-ware.com

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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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