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[Podcast] RR 372: Edwin Hazzard – Training is the Responsibility of the Technician

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Edwin Hazzard is a business owner, mobile diagnostic tech, automotive instructor and currently, a contributing writer for Motor Age magazine and automotive service professional magazine and has been an auto tech since 1984.

Key Talking Points:

  • We interviewed at ASTE 2018 in Cary, NC where Edwin taught a few classes.
    • Sees a diverse age group in class.
    • Refreshing to see the commitment to give up their time to educate.
    • The techs who are coming to training want more of it..
  • 20 years as a mobile diagnostic tech in NY state and in South Carolina.
  • Four years as a trainer for Carquest Technical Institute.
  • Instructor for Ulster County in NY for high school Automotive Training.
  • Moved down south, continued being mobile diagnostics tech.
    • Also works part-time at a truck shop.
    • Contributing writer to Motor Age.
    • Spent a few years as an instructor for Carquest Technical Institute (CTI).
  • Daytime training is a trend that must happen.
  • ADAS is coming. Get in the know.
  • Don’t ever discount the tech specs on vehicles. You’ve got to read to be able to diagnose.
  • Passion for training.
    • Need to enjoy what you do for a living.
    • Sees diverse age group in classes.
    • “Don’t update, you evaporate” – Tech’s responsibility to get trained. Need to stay ahead of new technology, improve career and increase pay.
    • Cost of training is an investment.
  • Mobile tech
    • Needed because of lack of training/equipment in shops today.
    • Techs are skipping steps.
    • Will explain to tech after completed the fix on what was the problem was and how it got fixed- mini training session.

Resources Mentioned:

  • Thanks to Edwin Hazzard 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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This episode is brought to you by Federal-MogulEpisode-Logo-Sponsored-By-v1-300x93.pngMotorparts and Garage Gurus. With brands like Moog, Felpro, Wagner Brake, Champion, Sealed Power, FP Diesel and more, they’re the parts techs trust.  For serious technical training and support – online, onsite and on-demand – Garage Gurus is everything you need to know. Find out more at fmmotorparts.com  and fmgaragegurus.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
      Want to End Your Technician Shortage? Focus on Retention!
      By Joe Marconi in Joe's 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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