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[Podcast] RR 429: Family Succession Part 2 – Parents on their Daughters Succession Plan

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Judy Zimmerman Walter is co-owner with her uncles and the CFO of, this 57-year young service business. Zimmerman’s Automotive, Mechanicsburg, PA is a true blue ‘family enterprise’ with 12 out of a team of 29 team members that are ‘IN THE FAMILY’. Zimmerman’s is a top automotive repair facility along with a quick lube and a used car division.

Among her involvement:  Women’s Board of the Car Care Council, AASP-PA Alliance of Automotive Service Providers, and the Auto Care Association. Listen to Judy’s other episodes HERE.

Jim Paiva is the owner of Elite Auto Repair in RI, which specializes in Euro and Japanese cars. Jim and Carly are also Coached by Cecil. Carly has been around this business since she was born, after graduating from high school and a Community College she decided to go after her passion and that’s automotive and in 10 years she will own the shop and that would be in the direct timeline as Jim retires. Carly is Jim’s right-hand partner in this whole plan.

Jeff Matt from Victory Auto Service in Minneapolis and St. Petersburg, FLA, was featured in episode 48. Jeff owns six locations with one being in Florida. He has over 40 team members and has grown through acquisition. Jeff opened Victory in 1997 as a one-bay shop and has slow steady growth over the years. His growth offers up a great view of multi-shop ownership. Episodes Jeff Matt is featured in HERE.

Key Talking Points:

  • Judy Zimmerman  
    • Letting go as a parent- allowing mistakes to happen
    • Observing and helping buying insurance for the company- helping for the next several years
    • Gender issues- turn around and look at yourself, how you present yourself, do you know facts and sure of them, do you present yourself confidently. Sell value in product and yourself
    • Jackie completed Northwood online
    • Jackie implemented “Smash n Bash” event to raise money for the local fire company
    • Have regular hours set for Jackie- accountability
  • Jeff Matt
    • Learn as you go- not succession overnight
    • Hear feedback from other staff and observe her decision-making process
    • Being the boss’s child- need to earn respect and pick your battles
    • Lauren travels with Jeff to peer group meetings
    • Relationship with daughter – communication is key
    • Lauren facilitated employee appreciation day for every location
    • Daughter knows her role in company and company knows as well- building respect with each  other
    • Financial stewardship- knows Lauren is managing own personal finances and budgeting, feels confident with her one day taking over the business  
  • Jim Paiva
    • 10-year process of succession planning
    • Need continuous guidance no matter how long you’ve been in business
    • Carly attends institute service advisor academy- year-long process, work with numbers and profit margins. Leaning foundation of business first then will take leadership classes later on
    • Carly is the light of business- employees and customers

 

Link too episode 401. The daughter’s podcast episodes.
Part 1 of this succession series: HERE.

 

 

 

 

 

 

 

 

Resources:

  • Thanks to Judy Walter, Jim Paiva and Jeff Matt 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.

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Subscribe to a mobile listening app HERE.

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NAPA Autotech Training helps your technicians keep their skills sharp and their NAPA Know How up to date. It’s the highest quality technical training that covers almost every vehicle system and every make and model. NAPA Autotech is presented by experienced instructors who are ASE master certified technicians. Even after a class is over, techs can access course information online with ClassPass. So when questions come NAPA-AutoCare-Logo-Vert-A.gifup later they can get the answers. AutoCare Center owners who have taken advantage of Autotech Training say that well-trained technicians are helping to increase their shop’s repair capability and raise bay productivity. That results in fewer comebacks, more satisfied shop customers, and reduced technician turnover.

Learn more about NAPA AutoCare and the benefits of being part of the NAPA family by visiting www.NAPAAutoCare.com.

Click to go to the Podcast on Remarkable Results Radio

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  • Have you checked out Joe's Latest Blog?

    • Joe Marconi
      The Toolbox is Last to Leave, First is the Heart
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      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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