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Panel:

  • Bill Haas, Hass Performance Consulting
  • Tom Ham, Autocentric and Automotive Management Network, Grand Rapids, MI
  • Greg Skolnik, Motor Works, Rockville, MD
  • Bill Nalu, Interstate Auto Care, Madison Heights, MI

 Talking points:

  • Some back-office workers aren’t at work. They can work remotely
  • Some states have loans and grants
  • Greg Skolnik is applying for SBC application. He is getting in line and does not know where it will goHe wants to look at all options
  • If you apply for the loan, you may not know what you will get
  • Line of credit is an optionYou usually get a line of credit when you don’t need the money
  • Banks offer lines of credit based on the strength of your financial position
  • Once your financial strength is strong (you’ve prepared) apply for a line of credit with your bank
  • Don’t attach yourself to the negative vibes coming out. Don’t be part of the fear-mongering
  • Consider getting debt free going forward that will allow any economic downturn easier to absorbConsider Dave Ramsey Financial Pease University to help get yourself out of debt
  • Work with your local businesses to help the community
  • Follow the most common sense guidelines
  • Too many people ignoring the do-right rule. Covid-19 must be taken seriously
  • Is your waiting room open or closed?Bill Haas does not believe in waiters
  • Tom Ham does believe in waiters
  • Bill Nalu believes in waiters
  • They all believe there can be a touchless relationship as Covid-19 continues
  • Protecting your people is very important
  • Waiters are there to leave.Must disinfect and wipe down the waiting room
  • There is more to wipe down than to worry about your waiting room
  • It is difficult to sell to waiters
  • TouchlessPick-up keys in a lockbox
  • Pay to text is a great option
  • We are adjusting to the abnormal. Each day is different
  • Parts delivered to a special table or place where the delivery person does not enter to deep in your space
  • Expense review. Two columns. What you must pay and what you can ask for time.Talk to your landlord and ask for some relief
  • Insurance’s of all types need to be paid on time
  • Communicate with any creditor before you decide not to pay them. Tell them you are there and doing business
  • Follow all conversations with your creditors with a letter. Keep in front of all creditors
  • If you have cash reserves you can spend them wisely to keep your staff
  • Your business interruption insurance may not cover what we are going through nowLook carefully at your next renewal
  • Don’t lose sight of a continuing strong marketing planIf you are open you need to tell your customers and market
  • Don’t let your customers assume you are open. They will think you are closed
  • We are open, how can we serve you
  • Make phone calls to every client
  • Plans need to be made. Must be fluid and over-prepare. You need a plan for two weeks out, 30 days out and 45 days out. They are dynamic and will change
  • Tom ham is optimistic and sees a huge opportunity aheadIt will not be behind us until the vaccine is out.
  • We need to learn how to live with it
  • We need to find the opportunity in explaining to our customers that they don’t need the car debt but need to fix their vehicles
  • Grek Skolnik schedules appointments like the dentist do. It works for him and smooths his forecastsPeople are not hibernating, but he has conditioned his customers to come in for scheduled work/maintenance
  • What is an optimist, today?
  • Caution:Some shops will close. It may be the best thing to do for their business. They will re-open when it is time. Some may close for good
  • The decisions you make are for the good of you, your family, your people, your customers

 Listen to Text to Pay Episode Here.

https://disasterloan.sba.gov/ela/information/index

Resources:

  • Thanks to Bill Haas, Bill Nalu, Greg Skolnik and Tom Ham for their contribution to the aftermarket’s premier podcast.
  • Link to the ‘BOOKS‘ page highlighting all books discussed in the podcast library HERE. Leaders are readers.
  • Listen for free on Apple Podcasts, Google Podcasts, Spreaker, iHeart Radio, Spotify, Podchaser and many more. Mobile Listening APP's HERE
  • Find every podcast episode HERE.
  • Every episode segmented by Series HERE.
  • Key Word Search HERE.
  • Love what we do? Buy Carm a cup of coffee HERE.

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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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