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Why Invest In Digital Signage & Great Branding [CC 089]


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The Panel:

  • AJ Nealey, Nealey’s Auto Service, Edgewater, MD
  • John Klarkowski, AutoPro Auto Service, Brooklyn Park, MN

Talking Points:

  • Discover the number of cars that pass by your location. Search for Car Count in your County
  • Find a state or county website
  • They may update the numbers yearly
  • Number of cars, trucks, etc
  • AJ started with a DIY sign
  • His new sign cost him $42K
  • The company he hired did the permitting
  • AJ justified at $700 per month because his referrals justified the investment
  • If he gets 3 new customers a month. Sign pays for it.
  • His driveby referrals doubled
  • Lights up at night
  • AJ can change the sign wording from anywhere
  • Seasonal message
  • If it is going to rain that day he can put up a message on wiper blades
  • AJ has over-communicated his brand message and is totally consistent
  • John started with not much money and created signs on a budget
  • The old-style sign with the letters needed to be changed 15’ up in the air
  • John’s is located off the path with only 4,000 cars a day going by
  • Installed digital sign and he saw within 8 months an increase in car count of 20%
  • People said they discovered him because of his sign
  • Digital signs grab attention
  • His signs change every 20 seconds
  • Check with your local ordinances
  • The messages are their unique selling points
  • The messages are conversation starters
  • John started to change his clientele from the shop he purchased. A strong reason for the branding and signage change
  • Product packaging shows professionalism
  • John’s investment is prox $15K for his digital sign
  • He went with monochrome. A single color
  • AJ went with color in his digital sign
  • Make your branding professional that may include a new sign
  • More car count
  • More professional customers
  • John $120K increase in revenue because of his sign and branding investment

 

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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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