Quantcast
Jump to content









Unbreakable Bond Between Brothers with Fernando and Jonathan Osorio [RR 632]


Recommended Posts

Fernando Osorio- Attended automotive tech school in high school and attended Nashville Auto Diesel College followed by a scholarship program with BMW of North America. Started career at Braman BMW in West Palm Beach, FL. After several years as a service technician, Fernando was promoted to shop foreman, a position where he managed a team of 10 technicians and had the responsibility to communicate directly with regional engineers. After he parted ways with Braman BMW, he started Milestone Motors with his brother Jonathan.

Key talking points:

  • Journey to the World Cup and Fernando wanted to take 35 days off to attend the world cup and got denied, so quit his job as a BMW master technician
  • Jonathan was working with Dad at the time as a freelancer
  • After the world cup they decided to go into business together in late 2019- service BMW and mini coopersThe purpose of starting a business was to have financial freedom
  • Friend and mentor, Martin, from BMW dealership that had left and started own shop, had been an asset to both brothers in beginning- never saw them as competition, always willing to offer adviceInvited Fernando and Jonathan to SMART Group meeting- “revolutionary fountain of information”
  • First SMART Group meeting everyone shares their numbers- both brothers sat in awe
  • Fernando and Jonathan have a huge advantage- building the business right from the ground up with the help of the SMART group 
  • Kidney failure Jonathan became suddenly very sick and after testing was told both kidneys were failing at 29 years old during the beginning of the pandemic
  • Had surgery for dialysis- had to do 9 hours of dialysis every day for 5 weeks   
  • Fernando was matched to donate his kidney. Shop closed down in April 2020- began quarantining and received kidney transplant in May 14th
  • After 6 months of recovery, the shop reopened
  • Future goals and advice. Compete with European dealerships in the area and want 10 bay building 
  • Continue with education and join networking groups
  • Continue to delegate, scale, have systems in place, and earn financial freedom

 

  • Thanks to Fernando and Jonathan Osorio 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.
  • Listen for free on Apple Podcasts, Google Podcasts, Spreaker, iHeart Radio, Spotify, Podchaser, and many more. Mobile Listening APP’s HERE
  • Find every podcast episode HERE.
  • Every episode is segmented by Series HERE.
  • Key Word Search HERE.

Be socially involved and in touch with the show:

Facebook   Twitter   Linked In   Email

Join the Ecosystem – Subscribe to the INSIDER NEWSLETTER HERE.

Buy me a coffee

This episode is brought to you by AAPEX, the Automotive Aftermarket Products Expo. AAPEX represents the $740 billion global automotive aftermarket industry and has everything you need to stay ahead of the curve.  The Virtual AAPEX Experience 2020 is in the record books. Virtual AAPEX lived up to presenting leading-technical and business management training from some of the industry’s best and brightest. Now set your sights on the homecoming in Las Vegas in 2021. Mark your calendar now … November 2-4, 2021, AAPEX // Now more than ever.

Shop-Ware-Call-To-Action-Graphic-v3.png

This episode is brought to you by Shop-Ware Shop Management. It’s time to run your business at its fullest potential with the industry’s leading technology. Shop-Ware Shop Management will increase your efficiency with lightning-fast workflows, help your staff capture more sales every day, and create very happy customers who promote your business. Shops running Shop-Ware have More Time and generate More Profit—join them! Schedule a free live demonstration and find out how 30 minutes can transform your shop at getshopware.com/carm

ARN-Logo-Wide-Blue-600px-300x84.png

Click to go to the Podcast on Remarkable Results Radio

Link to comment
Share on other sites










Create an account or sign in to comment

You need to be a member in order to leave a comment

Create an account

Sign up for a new account in our community. It's easy!

Register a new account

Sign in

Already have an account? Sign in here.

Sign In Now
  • 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!”
  • Similar Topics



  • Our Sponsors

×
×
  • Create New...