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Private Training Huge Benefit – Bill Hill and Leigh Anne Best [AW 079]


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Show Notes:

  • Requires 40 hours of training a year from his techs, service advisors, and owners
  • Bill provides private training that brings his classes to 6 students to one trainer
  • The power of networking
  • The team is picking their classes and they are getting ready to split the group to provide advanced classes.
  • Their techs average tenure is 8 years. Bill believes they stay because of the training they can’t get anywhere else. Their training program is a long-term commitment.
  • Works with other shops in the area to spread the cost
  • Pays a bonus each December based on the actual number of hours trained. A make your own Christmas bonus.
  • Keeps a resume on all training completed
  • Displays a picture goal board for every team member
  • Paperless operation
  • A welcome board in the lobby with all customers who are coming in that day 
  • Key tags provide status to technicians
  • 17 bays - 5 Technicians
  • Green - Yellow - Red Light signifies the progress of workflow in the shop
  • Eight loaner cars

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Check out today's partner:

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Dorman gives people greater freedom to fix vehicles by constantly developing new repair solutions that put owners and technicians first. By always innovating, Dorman has led the way in growing the aftermarket. Here you will see a few examples of a Dorman OE Fix. An OE FIX is a Dorman repair solution you can’t get from the original equipment manufacturer. It means they found a situation where they believe the OEM wasn’t giving repair professionals what they wanted, so we fixed it. Everything Dorman does is centered around providing customer value, both in the quality of products, and the creativity of solutions. Our engineers and designers go out of their way to save repair technicians time and save vehicle owners money. Want to really go under the hood? Take the Dorman Virtual Tour at www.DormanProducts.com/Tour

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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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