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[Podcast] Survival Tactics – Covid-19 with Chris Cloutier and Dennis McCarron [RR 521]


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Chris Cloutier is co-owner of Golden Rule Auto Care in Dallas Texas and CEO of Auto Tex Me. He spent many years in the software industry developing solutions for companies like Southwest Airlines, and Wyndham Intl. He’s worked for companies that understood the marriage of service and software, and have applied it in an effective way. Chris has his ASE C1: Automobile Service Consultant Certification Test (C1). He brings the business side to the business and his brother Pat brings the Braun. Chris is also a musician. Hear Chris’s previous episodes HERE.    Autotex.me website HERE.

Dennis McCarron

Dennis started his career Bridgestone/Firestone working in various sales and management level positions prior to leading the national retail management training programs. Most recently, Dennis was the Executive Director of Dealer Strategic Planning Inc. (DSP 20 Group), providing coaching and consulting services to its members.

With over 25 years of experience in the tire & automotive industry, Dennis is a seasoned professional with vast tire and auto service industry experience. He is also a featured columnist for Modern Tire Dealer, “Business Insights”

Dennis continues to teach workshops around North America to tire dealers from financial acumen to behavioral selling and leadership and coaching skills. Hear Dennis's previous episodes HERE.

Talking Points:

  • “Hard times create strong men. Strong men create good times. Good times create weak men. And, weak men create hard times.” ― G. Michael Hopf 
  • We are in hard times and it should create hard and smart people.
  • We need to think about the future and cash reserves
  • Many businesses that were on the brink of closure will find this pandemic their end
  • We are living in a history class
  • We’ve gotten away from saving money. We are living paycheck to paycheck and for businesses, a zero cash position will not help the business sustain
  • Chris was having a great first quarter vs 2019
  • The economy will slow down
  • Tell your people that times are uncertain.Communicate with your people and customers
  • Have plans for short, medium and long term
  • Money needs to keep coming in
  • If it stops employment cannot be sustained
  • Don’t panic
  • Use your logic mind to make decisions not your anxious or emotional mind
  • Know your numbers. This is the time to know your numbers and how to adjust them. 
  • Review all expenses and categorize or prioritize them. Necessary and not necessary
  • Closing can help preserve cash to help you re-start to inject business with cas
  • Offer your customers a touchless experience, text to pay, DVI reports. Customers may not want to spend money, especially with layoffs
  • You’ve got to set up stages of plans. It may get worse than better. PLANS NEED TO BE FLUID
  • We need to have a one month, two month, three month plan. Maybe even longerCreate a ‘What If’ scenario on a spreadsheet
  • It should change often depending on sales and the condition of the marketplace and government-mandated rules
  • Pay attention to your business and the marketplace
  • On average a typical shop is only putting 3¢ of every dollar sold into net profit.
  • Every $1 of expense cut goes into net profitLook at every line item
  • Talk to your landlord
  • Your biggest asset is your employees. Cut other costs and your people lastHours or positions must be the last to be cut
  • “I give my employees too many chances. I love my employees.” Gary Vaynerchuk 
  • Create a video with your smartphone that shows the precautions you are doing
  • Offer a touchless transaction
  • Assure your customer that you are protecting them and your team
  • You are an essential service. Tell them
  • You have power as a small business owner to change

CDC.Gov/coronavirus/

Resources:

  • Thanks to Chris Cloutier and Dennis McCarron 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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Click to go to the Podcast on Remarkable Results Radio

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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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