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  • Joe’s Garage- a real-world shop setup with eight service bays, provides a platform for exhibiting brands to demo their equipment. Includes Shop management software, Customer relationship management, Digital inspection software, Website designers, Digital signage and menu boards, Integrated and text-to-pay solutions
  • Rick White, 180 Biz "Service Advisors - The Key to Business Success"  Tuesday, November 2nd from 2 PM - 4:30 PM
  • Eric Ziegler, EZ Diagnostic Solutions/EZ Tech Mentors & EZ Diagnostic Solutions. Working with Automotive Seminars and the Driveability Guys. Classes: Wednesday Scan Data Analysis 9:30- 12:00, Network Diag  2:30- 4:00 PM, Thurs VVT Fundamentals  9:30 – 12:00 and Misfire class from 2:30 - 4:00 PM.
  • Bill Haas, Haas Performance Consulting, Advanced Financial Strategies for Peace of Mind, on Thursday 9:30 AM - 12:00 PM 
  • Rich Cregar, Automotive Training Authority (ATA), Selling and Servicing Hybrid and Battery Electric Vehicles
  • AAPEXSHOW.COM

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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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      I have a client looking to sell their Auto Body Shop in Monteagle TN called Lakeside Collision. He is asking $1,500,000 and the property did a little over $1,200,000 last year. Profitable business with lots of equipment and inventory, newer paint booth and includes 2 lots and 2 buildings with 8 bay doors.
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      Over the weekend I met a 67 year old shop owner who has been in business for 41 years, and still involved in the day to day operations. He added that he has done nothing to plan for his future and his exit. 
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