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Career Paths – Technician to Manager [THA 229]


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https://www.youtube.com/watch?v=qf8MKAuptto&t=360s

Todd Zimmerman, Dynamic Automotive’s Location Leader. He developed a passion for automobiles at a young age and turned it into a career 28 years ago. Todd's early years were spent in Ford and Lincoln dealerships and the last 14 years working with Dynamic Automotive. He started as a technician and then a shop foreman and currently as a location leader. He's an ASE certified master technician, Maryland State Inspector and registered Maryland State emissions repair technician. Todd has worked with ASE as a subject matter expert and to develop the recertification mobile app. He also enjoys mentoring the next generations of technicians. Previous episodes HERE.

Adam Trawick, Dynamic Automotive's Location Leader

Paul Foster, Dynamic Automotive's Location Leader and Safety Committee Chairman. He has been in the auto repair industry for 28 years and with Dynamic for 13 years. Paul is a MD state inspector, ASE certified Master Tech with L1, L2 and L3 certifications. Worked in the shop for 23 years and have been the leader at Urbana for 5 years now with his sights set on the General Manager role with Dynamic Automotive.

Key Talking Points

  • Location leader (manager) 
  • Paul- technician at a different independent location for 5 years, left, became shop foreman and then manager
  • Todd- 13 years in dealership world, wanted to look for something else and be more a part of the business and customers experience 
  • Adam- worked at independent shop 18 years and plateaued, hired and within 6 months became manager of new location 
  • Growing sales for new locations- marketing with mailers 
  • Dynamic Automotive- one of the biggest business in the area and well known, everyone is willing to help each other and there is growth potential 
  • Growth expansion to 5 stores- giving more people opportunities, the learning curve can be steep and fail forward. Letting your employees make their own mistakes and learn. 
  • Future positions- district manager, location development role
  • Road map reviews- gives employees the opportunity to list goals and expectations 
  • Training/mentorship- investment into employees and guides them on their career path, keep training resume on each employee. Also creates a networking outlet. 
  • Advice- take time to think before you speak (filters), be thorough and don’t rush, train your replacement and make sure they’re aware
  • A special thanks to Todd Zimmerman, Adam Trawick and Paul Foster for their contribution to the aftermarket.
  • Books Page HERE
  • Listen to all Remarkable Results RadioFor The Record and Town Hall Academy episodes.

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  • Have you checked out Joe's Latest Blog?

         0 comments
      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.
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