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Posted

We do not do any body work.  And I have no clue on how to judge a body shop.   We have people asking us for body work quite often, as well as referrals.   As a quick response, we just refer them to the big chains.  

Around here, most of the body shops are large chains, and trying to forge a relationship with them is difficult as people switch jobs often.    The few independents that I know, I'm suspect of their quality (because of my ignorance).    I recently took in a collision repair which was about $18K of mechanical with only about $5K amount of body work.   We sublet the body work out to yet another place that I was leery of... and they are way too far away...  but they did good work.  Was a referral.   Now, the same jeep is back in my shop with another collision and it's all body work.  (His dad is way too nice and believes what his teen+ son is saying.  We don't.  LOL).   I tried gently pushing this guy to a body shop, but he trusts us and wants us to handle it.   I told him, that I would be subletting it to a body shop anyways. 

I'm going to go on a referral hunt for an independent good body shop, but I have questions on the definition of "good".

How can I qualify them?   What makes a body shop top of class vs bottom of the barrel?     As they say, you can't judge a book by it's cover and most smaller body shops have ugly covers.   For sure, I'll be looking for a body shop that stands behind its work.    Part of what makes me skeptical is that we often see the carnage from body shop repairs that are shoddily done during inspections for general mechanical work.  The outside is shiny and you are sometimes lucky to find that they replaced or installed a radiator support.   Yet, if it's done right, we don't need perfect looking hidden repairs.   And the opposite is likely true, in that we see great work, but don't realize that it was repaired, so there's no admiring what you can't recognize.

In one query yesterday, I mentioned on of the big chains names and I got back a "crooks" response, likely more implying gouging.   How do the smaller body shops compete with the bigger chains?   What's the value?   Would and why would my customers be better off by avoiding them?

In general, I see two types of body requests:  1) Insurance jobs and 2) Minor body work that is looking for a more custom control.   e.g. "Paint this front fender and don't blend the next panel so that I can save money"  Or "Stick this part back on, but don't bother painting it."  "Pop the dent out of this plastic bumper, but no need to repaint."   Do body shops even want these types of #2 requests?

With sublets, such as this one, should I be looking for or expecting a business-to-business rate or not?   Most of the time, I'd rather not be in the middle anyways.  Most people would rather go direct too.   I'd be happy if I can find someone that would help me fix our at-fault goofs for a favorable rate and let all referrals be regular retail.   I don't even know if this is a valid question.

Unrelated to my questions, I found that Service King, is only taking on insurance jobs.  No customer pay jobs due to staffing and parts shortages.

Posted

As a past body shop owner I used to visit service repair shops to get the "tour" so i could use them when needing some mechanical repairs we could not do. Talking with the owners, asking questions and seeing with my own eyes, giving you the good feeling or bad feeling. If I was a customer, would I feel good about spending my own money here. Many smaller bodys shops are always fighting to get customers away from the big national chains. Take a few hours one day and go visit what is in your area. Many of the smaller shops will not be on the main highways but off on a side road/street. They may need you for things they can't or don't want to do just as much as you could use them. Could be helpful for both of you to build a relationship. 

 

Posted

Thanks Weighit.   I have no problems with visiting, but I'm still stuck on how to discern quality.  All I'm qualified to ask now, is can you do body repair?    What makes a body shop good / great? 

There are very few independents near me, however, there are many chain stores nearby.   I do have mutual relationships with other disciplines, but I've never taken the time to find a body shop.   

Posted

Typicality I would start asking the vendors you have coming into your shop, the tool man in the truck. He is in and out of many other shops and would have a feel for who is good and who is not so good.  Next time a insurance adjuster shows up for some insurance claim, afain another person who should know who they think is doing excellent work and who to stay away from. Once you get a coupke of good ones, call and make an appointment for a one on one visit to see for yourself. Ask them for the run down on what makes them a good shop and see how the "sell themselves to you". Just my suggestions. 

If you came into my shop, I would want to show you the frame machine and how the tech was trained by that factory to use it 5 times in some other state. That we use the German paint system and the painters are all expert in the applications. What warranty that paint companies gives. How we have an office staff that keeps control of all the billing with the comuter system that is state of the art. We only try to use orignial factory parts, when we can. The parking ,lot is monitored by 10 cameras and a guard stays on property over night. You get the idea, let them brag. You should get a feeling of good, well run and quality or poor everything.

  • Like 1
Posted

What timing....   As I was walking into my office, I saw the MAC Tool truck drive up, but gave it no thought.  I chat with him often on various matters, but never thought of him knowing body shops.   Well, I read your note and then ran out to talk to him.  Got a good reference that I'll go visit sometime this week, and see how it goes.   Best lead so far.   Thank you!

While searching on Google for shops to visit, I ran across the referred shop, but he had a number of 1 star reviews that seemed troubling.  After talking to the tool salesman, he explained that the owner is 81 years old and does not likely respond.  

Posted

OK, this lead panned out.  However, after taking a tour, I was unimpressed with his rag-tag facility, but we looked at some of his work and it was good.   Without a referral, I would not have selected this shop.  I have two cars that need body repairs right now.  I'm going to start with the Jeep and see how it goes.   The owner is 81 years old, loves his job and is not interested in retiring.    He didn't seem 81.   I liked him.  We seem to have similar approaches to life.    Has the oldest operating business in his city.... and it shows.... no remodels or makeovers of the facility. 

Thanks for your guidance!

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  • Have you checked out Joe's Latest Blog?

         0 comments
      The Technician Shortage Is Our Fault, And It's Time We Own It
      Nearly every day, I hear shop owners complain: "There's a technician shortage. We can't find qualified people. There's no one out there." If that's true, then who's to blame?
      The industry? The schools? The government? I don't know how you feel, but who promised us an endless supply of qualified technicians?
      Another common complaint is that young people do not want to work in the trades. Well, if that were true, then why are other trades such as HVAC, electrical, and plumbing growing? What are they doing that the automotive industry is not? 
      Here's the reality we need to face: We do have a problem, but we shouldn't look for someone or any entity to rescue us. Not the government. Not the trade schools. Not the recruiting companies. No one owes us a workforce. If we want great people in our industry, it's up to us. At some point, we need to own up to the truth: Building a pipeline of qualified technicians is our responsibility.
      In this blog article, I will break down the key reasons we are in this situation today and what we, as an industry, can do to solve the technician shortage. Are you ready to look in the mirror?
      Have We Pushed Technicians Away?
      Let's take a look at flat-rate pay. True flat rate, which pays a technician only for the hours they produce, is a controversial pay plan that emphasizes high production levels and creates a competitive work environment that, if not properly controlled, can lead to increased mistakes and a decline in morale and team spirit. Additionally, the stress and physical demands placed on technicians as they age are not favorable to long-term employee retention. What do we do with technicians as they grow older into their fifties and begin to slow down? 
      I have heard all the arguments and pros and cons of flat-rate pay, and I am not going to judge any pay plan. Let the facts speak for themselves. True flat rate has changed in most areas around the country and has evolved into a pay plan that gives technicians some pay guarantee.
      Many shop owners have learned that team morale, along with the opportunity to earn income, is important to technicians and to the company's long-term success. But let me ask you: how many technicians have left or been pushed out over the years because of the old flat-rate pay system?
      Another issue is the workplace environment. I remember being grateful to be hired as a young technician at a local repair shop. While very thankful, the work environment was not ideal. The shop owner kept the bay doors open year-round (I am from New York) unless it rained or snowed. He felt that if the bay doors were closed, customers might think we were closed for business. We had no heat and no hot water. Many of the jobs were done outside, year-round,  in all types of weather. The starting pay was minimum wage, with no benefits, sick days, or vacation pay. 
      Now, again, I need to point out that I was truly grateful for the opportunity this shop owner gave me. I learned a lot working there, and the experience was pivotal in my career. But looking back, I wonder how many people were discouraged by these working conditions?
      While the physical demands of the repair workplace are daunting, perhaps even more critical is the culture. Too many of my generation shop owners preached the mindset of "my way or the highway." We were the business owners, after all. We started our companies, took all the risks, and provided jobs. Why shouldn't we be the ones to set the ground rules our way?   
      Many of us found over the years that the "my way or the highway" mentality was a sure way to isolate employees and make them more likely to look over the fence for greener grass. In other words, it led many technicians to seek employment elsewhere, where they felt they could be appreciated and recognized for their hard work. The issue, however, was that there wasn't much green grass around. Disappointment after disappointment, bouncing from repair to repair shop, eventually led to despair. So, I ask you: were workplace conditions a contributing factor in today's technician shortage?
      Another factor that we are all well aware of is the complexity of the modern automobile. When I started, the work was mostly physical, and you were required to master essentially three vehicle models: General Motors, Ford, and Chrysler. Let's fast-forward to today. The evolution of automotive technology, along with the extensive training and tools required, has outpaced the typical technician's pay compensation, with no clear career path. Again, leading to frustration and insecurity about the future.
      Here is the bottom line: people don't leave their job; they leave their experience. We must do a better job. 
      The News Isn't all Bad; Your Next Steps to Fix the Technician Shortage
      To fix the technician shortage, it will take a combined effort from everyone in the automotive industry, particularly automotive shop owners. Shop owners are in the perfect position to make the greatest impact, not only on their businesses but also on the future automotive workforce.
      First, shop owners must become better leaders and understand that their ultimate success is directly dependent on the people they assemble around them. Any shop owner who mistakenly believes they can build an empire solely on their abilities is destined for serious disappointment. Business owners who think like this will eventually plateau. Without the collective contributions from a team of qualified people, your business will stall; it will not continue to grow.
      Create a workplace that attracts top talent: a clean, professional, well-equipped facility designed to support productivity, teamwork, and a career, not just a job. Build a great reputation in your community by getting involved locally. Become the auto repair shop that people take notice of as "the" place to work.
      Next, shop owners must become more financially knowledgeable. Knowing your numbers and what you need to achieve for a strong bottom-line profit is essential to paying technicians the money they need and deserve. Profit will also allow you to compete with other trade industries by providing a benefits package that has real take-home value and security.
      When it comes to culture, this is where the rubber hits the road. People crave recognition, praise, and a sense of purpose. Despite what you hear, people are not just money-motivated. Once people feel secure in their financial situation, retaining and motivating technicians can only be achieved by connecting with them on an emotional level. You cannot show enough appreciation. Give out praise for a job well done as if your business depended on it, because it does.
      As technicians age, we need to have a place for them. Expecting a 58-year-old to perform like a 35-year-old is unrealistic. We need to be more focused on career pathing. Provide training, skill development, and coaching to develop leaders and mentors within our older workforce. While their bodies may have slowed, the knowledge they have gained is priceless. 
      Our future is dependent on young people entering our industry. We need to give more young people opportunities. Every shop owner across the country should consider hiring an apprentice, then build an apprentice training plan and career path for them. If every shop did this, we could solve the technician shortage within five years. Get involved with the trade schools and high schools in your area. Look into the NAPA Apprenticeship Program. Don't sit on your hands with this one. Do it today.
      Lastly, don't get left behind. Commit to ongoing training for all your employees. Keep up to date with tools and equipment tailored to your business model. Don't try to be all things to all people and all vehicles. Identify your core profile customer and the vehicles they drive, and become an expert on those vehicles and the services you offer.
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