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[Podcast] RR 403: Lucas Underwood – Take Ownership and Learn from your Mistakes. Find Humility.


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Lucas Underwood is an Automotive diagnostic specialist, shop owner, and foreman. He owns L & N Performance Auto Repair, Blowing Rock, NC  was Founded In 2008 As A Diesel Performance Shop – Over The Past 10 Years, The Facility Has Transformed Into A Full-Service Automotive Repair Facility. Offering Repairs On All Makes & Models, Gas And Diesel. Lucas was honored by ASTE as the member of the year 2018.

Look for Lucas’ other episodes HERE.

 

Key Talking Points:

  • Participating in schools- need input from aftermarket
    • Speaker in classrooms
    • Shadowing in business
    • Opportunity to see new vehicles and attend local training events
    • Education needs input from the independents
    • Stop talking. Start doing. Don’t wait on someone else.
    • Help instructors get aftermarket training.
      • Invite them to regional training events.
      • Encourage aftermarket training companies to invite instructors and students to attend.
  • Training for technician
    • Lucas provides options for a career path
    • Keep a record of training booklets and who took the training- revisit often
    • The shift between owner and tech. 
      • Find solutions together instead of blaming each other.
      • Open communication
    • Maylan Newton said: “I’ll pay for a class on Microsoft Word because it will help them be a better computer person.”
  • He is taking one of his team to Vision KC 2019
    • Lucas was involved in picking classes together.
  • Communication with your techs builds bonds and bridges to keep these two critical factions working together.
  • Staying current with customers
    • New shop management/DVI software- texting customers
    • Getting new customers- Facebook advertising, perfect google reviews
    • The influx of college students during the school year.
      • Reach out to parents and build relationships, loaner cars, payment options
  • Being a business owner
    • Worry about everything when need to stand back, mistakes build character and propel the business forward
    • Get a business coach and attend management training
  • Success secrets
    • Be humble
    • Take ownership as the leader
  • Honored by ASTE as the member of the year 2018

Resources:

  • Thanks to Lucas Underwood 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.

 

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Be socially involved and in touch with the show:
Facebook   Twitter   Linked In   Email    Events    Speaking


 

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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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