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[Podcast] Debate: Just Say Yes – I Wish I Could – Darren Adams and Brett Bohlmann [RR 533]


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Panel:

  • Darren Adams from Dryfork Diesel and Auto in Carthage, MO
  • Brett Bohlman from HWY 7 Service Center, Newell, IA

Talking Points:

  • “Just say yes, I wish I could”
  • Brett lost technician- lower car count and sell more. Technician spend more time on a vehicle, less processing time
  • Top 20% make up 80% of the business- “I wish I could” to other customers and schedule around top 20% customers
  • “Just say yes”- is more of an attitude and mindset, how can you say yes today or tomorrow, ideally get the customer into the shop within 24-48 hours. 
  • Cannot over ‘filter’ your customer but need to say yes to the right customer- saying yes to every customer invites chaos into the shop 
  • Salesman time is important- filtering qualified prospects
  • Get testing done in the morning, repairs in afternoon
  • Need to have proper front counter service advisors- just as important as technicians 
  • Training is investing in yourself and employees
  • Problems associated with people are due to lack of leadership- work on leading yourself the way you wish someone else would’ve led you. Be humble, don’t let pride get the best of you. It’s the struggle that helps you grow.

Resources:

  • Thanks to Darren Adams and Brett Bohlmann for their contribution to the aftermarket’s premier podcast.
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  • Have you checked out Joe's Latest Blog?

         1 comment
      Have I got your attention? Great.
      Let me start by saying that I believe in giving praise when deserved and letting employees know when they dropped the ball. However, the truth is that no one enjoys being reprimanded or told they messed up.  
      The question is, what is the appropriate balance between the right amount of praise and the right amount of critical feedback? According to studies done by Harvard Business School, the ratio of praise to critical feedback should be about 6:1 – Six praises for every critical feedback. I am not sure if I agree with that.
      From personal experience, I would recommend a lot more praise. The exact ratio doesn’t matter. What’s important is that before you consider giving critical feedback, ensure you have given that employee a lot of recent praise. If not, whatever you are trying to get through to an employee, will fall on deaf ears.
      When you do have to give critical feedback, remember a few things:
      Focus on the issue or behavior; never attack the person, and remain calm in your actions and words Ask the employee for feedback, their side of the story Speak to the employee in private Address the issue soon after it happens; never wait Don’t rely on second-hand information; it’s always better if you have experienced the situation yourself that you want to correct Have an open discussion and find things that both of you can agree upon Have an action plan moving forward that the employee can take ownership of Use the experience as a learning tool Make sure you bring up positive attributes about them Remember, you don’t want the employee to be angry or upset with you; you want them to reflect on the situation and what can be improved. One last thing. Everyone makes mistakes. We need to be mindful of this.
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