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[Podcast] Accepting Text Message Payments Will Transform Your Shop – Steve Ciabattoni [RR 495]


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Steve Ciabattoni is the co-founder and CEO of 360 Payments, a payment technology company located in the heart of Silicon Valley. Raised in Philadelphia, Steve is the son of a small business owner who had to work two jobs just to put food on the table.
Living the struggles of small business ownership firsthand gave Steve tremendous respect for entrepreneurs and fueled his passion for serving the small business community. Fresh out of college and looking for sales experience, Steve took a 100% commission job with a large credit card processor called Heartland Payment Systems. Much to his surprise, he fell in love with the payments industry. In it, he saw a way to empower small business owners to take control of their financial futures as well as the opportunity to use cutting-edge technology to streamline the customer experience.
The industry was far from perfect, however, and as Steve sought to offer his customers more transparency, better rates, and excellent customer service, he realized business owners deserved another option – a payment processor who offered all these things and more. After a successful three-year tenure with Heartland, Steve teamed up with his longtime mentor and friend, Lisa Coyle to start 360 Payments. Since its inception in 2011, 360 Payments has grown to process more than $2 billion in credit card transactions with clients across the United States. Nearly 1,000 automotive repair shops alone now trust 360 with their payment processing.
360 stands out from the competition by offering full disclosure processing in a notoriously confusing and opaque industry, coupled with a very high level of customer service and a consultative approach to technology implementation. Steve is now focused on helping 360 integrate its Velox payment gateway technology with various shop management software systems in order to give independent automotive repair shops that “dealership feel” and improve their customer experience during the payment process. Steve currently resides in San Jose, CA, with his wife Michelle and their two young children.
Talking points:
  • Customer can approve a job on the phone so why not pay when complete via text messages
  • Secured credit card data
  • Adds a level of convenience for customers and able to spend more time with customers who opt-out of text to pay. This sets your shop apart from others
  • Time is saved for service advisor and labor cost- can be working on other things for the shop
  • ROI: $250-300 savings per month in labor cost based on 10% checkout
  • Replacing manual transactions for phone transactions
  • Text to Pay is a feature of doing business with you
  • If a customer loves how you text status and inspection criteria, they will love the text to pay feature you offer
  • Showing customers you are on the leading edge of technology. The card never leaves the customer’s hand and follow PCI compliance 

www.360payments.com

Text To Pay Calculator

Resources:

  • Thanks to Steve Ciabattoni 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.
  • 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.

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The NAPA Smart Sign, previously known as Digital Menu Board, gives your shop a professional, state-of-the-art look and feel. It’s a great way toNAPA-AutoCare-Logo-Vert-A.gif educate and inform your customers about needed repairs and service, plus increase awareness of your current promotions. NAPA AutoCare Center that have installed a Digital Menu Board found one out of five consumers ask for a repair or service they’ve seen on the board. Targeted promotions resulted in double-digit increases. You choose the content from a library of auto care service and repair topics. The latest NAPA national promotions are downloaded to you automatically. And with the Digital Menu Board it’s easy to change your services, prices, and video content anytime you’d like. Talk to your servicing NAPA store to find out more.

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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