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[Podcast] Survey Says! [RR 501]


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John Burkhauser is currently employed at BOLT ON TECHNOLOGY as the Director of Education, a job that allows him to use a lifetime of learning experience day in and day out. John dreamed of being a meteorologist but found out college wasn’t for him.

When his car failed the state inspection, that was the day his career was decided on. John went to Pennco Tech to attend the Auto Gas and Diesel program. After graduation, John started work in a dealership where he went from a “D” technician to an “A” technician in a few short years. He also added shop foreman to his resume. During this time, John became certified as an ASE Master Technician and Advanced Level Technician which he still maintains.

Crossing to the other side of service, he became a service adviser winning the Ford Silver Medallion award. He then became a Service Manager for a large dealership.

John also worked in the independent aftermarket. He then applied to be an instructor at a post-secondary automotive training school where he taught basic electrical and HVAC courses for the better part of ten years.

Fortune would change his career path again when John learned about BOLT ON TECHNOLOGY and became part of the team. Listen to John’s previous episodes HERE.

Barry Hoyland has been in the independent aftermarket for more than 45 years as a technician, shop manager, technician trainer, and for over 28 years owned and operated a successful Southern California automotive repair center that offered complete auto care and specializes in emission and diagnostic services. Barry also owned and operated a company that modified vehicles to perform as emergency response units and mobile command centers, incorporating high-end electronic components into today’s vehicles.

Barry has for the past 8 years writing and delivering both technical and shop management training programs for Delphi, O’Reilly Auto Parts, Automobile Club of Southern California, and many others. He has also provided consulting services for many automotive shops, fleets, and government agencies in order to improve their operational efficiencies. Barry has for the past 5 years served as the technical editor for Professional Tool & Equipment News (PTEN) Magazine, where he writes technical articles and reviews tools and equipment used by today’s technicians.

Barry has worked with many NHRA drag racing teams as a crew chief on supercharged alcohol and nitro-methane fueled cars and currently campaigns two Top Alcohol Funny Cars in NHRA competition.

Barry holds active memberships with a variety of organizations such as SAE, IATN, and STS. Barry also holds certifications in ASE: A1, A6, A8 and L1, maintains a California Advanced Emission license, and certification with Mobile Air Conditioning Society (MACS).

Key Talking Points
  • Bolton and P10 Survey 70% of people responding to the survey were shop owners
  • 21% of responders did 1 million per year or more, 35% did 200k-999; 40% 200k and lower
  • The shop sells time so saving time make it more profitable
  • 39% have 2-3 technicians
  • Training is a key priority, it’s like oxygen to your business. If you are not training, your shop is slowly dying.
  • Do you have an exit plan in place for retirement?
  • How do you set your labor rate? Most say based on what neighbor’s rate is
  • 49% of responders had no plans on hiring
  • 53% huge interest in customer service communication
  • Anniversary. It was 40 years ago we started to do diagnostics on very basic systems. Look where we have come

Resources:

  • Thanks to John Burkhauser and Barry Hoyland 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.
  • Leave me an honest review on iTunes. Your ratings and reviews really help and I read each one of them.
  • Love what we do, buy a cup of coffee HERE.

 

Be socially involved and in touch with the show:

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Subscribe to a mobile listening app HERE.

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As a member of the NAPA family, AutoCare Center owners can take advantage of the NAPA National Health Program from the NAPA Insurance Center. This “NAPA only” program gives you and your employees access to national “large group” rates on medical insurance with premiums discounted up to 30 percent. These rates are based on the collective purchasing potential of 22,500 NAPA locations including both NAPA AUTO PARTS stores and NAPA AutoCare Centers.

The NAPA Insurance Center can help you with a variety of other insurance benefits too. For more information about The NAPA National Health Benefits program as well as all of the insurance benefits available to your AutoCare Center and your employees, visit the NAPA Benefits Center, at www.napabenefitscenter.com or call the NAPA Benefits Center at 844-627-2123.

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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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