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[Podcast] RR 397: Acquisition Integration – A Look Inside a New Location Transition


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Mike Allen has been with Telle Tire since 2017. He got his start in 1999, cleaning floors and pumping gas at 15 years old, eventually working up to replacing tires, changing oil and operating a shuttle van. Now, as a manager, he absolutely loves customer interaction and providing excellent service. At home he enjoys working around the house, riding his bike or spending time outdoors with his wife, Angie and two daughters Kaylee and Courtney.

Key Talking Points:

  • Industry veteran now GM of two locations of Telle Tire and has been involved in a recent acquisition.
  • Telle Tire continues to grow.
  • Growth presents issues:
    • Finding good help
    • Integrating new staff if acquisition vs a brownfield.
  • There is always a transition time.
  • Every transition is different.
  • Customer interaction is important but he also has to help integrate vendors and team members.
  • How Mike helps his team with change:
    • Make feel as comfortable as possible. A new team will be uneasy.
    • Be honest.
    • Don’t immediately make huge changes.
  • They try to find locations that fit their growth strategy.
  • Some locations will not be successful, according to the company, right away.
  • They will meet with the acquiring team 3 or 4 days previous to the deal.
    • Some sellers do not do a good job of passing the torch.
  • Pay and benefits are covered right up front. They want to make this the least of their concerns.
    • 401K, Health, Dental, Trips, Good Vacation Time, great commission plans, Free Flights after 7 years.
    • They want to have a compensation plan that makes it attractive to work there.
  • You learn with each acquisition
  • Sometimes there are tough decisions that have to be made especially if the location was under financial stress. Things will change.
  • Challenges of re-branding
    • Many acquisitions have been in business for many years and it can be a struggle to re-brand or the best thing to do. Especially if the former owner was a pivotal lead in the business.
    • Some stores get a make-over right-away and some will wait depending on the acceptance of the customer.
  • As a consolidator in the industry, it happens either looking for locations more than people are calling them to be considered for acquisition.
    • Looking for locations with a good reputation and good reviews.
  • They do a great job reaching out to customers in the market about what they are doing immediately with the acquisition.
  • Having patience whether buying or selling is very important.
  • What makes Telle tire unique,
    • Sharp sales lobby
    • Loaner cars
    • Shuttle service
    • A kiosk centers to look at the company website.
    • Cold water
    • Fresh fruit

Resources:

  • Thanks to Mike Allen 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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  • 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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