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ASOG Podcast LIVE from TOOLS 2021 - Monique Mondragon on Creating Goals and Relationships


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  • Have you checked out Joe's Latest Blog?

    • By Joe Marconi in Joe's Blog
         7
      There are many things to consider when creating a marketing plan. Among them are establishing a budget, what forms of media should be used, and whether traditional advertising, such as TV, radio, and print, is still relevant.  And of course, how much should be allocated to social media and digital advertising?
      All the above are essentials to any marketing plan. However, the first step is ensuring that you have a healthy workplace and that your employees understand your company’s culture and the overall mission and vision. 
      We all know that happy employees create happy customers. No form of advertising can overcome a toxic workplace with unhappy employees. If your employees are not creating an amazing customer experience, your marketing plan will not work.
      Advertising and marketing may bring in customers, but the people in your company creating an amazing customer experience will be the most important component of your marketing plan.  It’s the customer experience that sells work and gives the customer a reason to return. 
      Creating an amazing employee experience, which creates an amazing customer experience, is also the most cost-effective part of your marketing plan. In fact, it cost next to nothing.
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      2021 Female Shop Owner of the Year - Tara Topel Talks Building a Shop and ADAS
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      Do wages today support the tools technicians need? What are they spending? Are owners using tool purchase programs for their employees? From the aftermarket radio network, it’s carm capriotto. Andy Bizub from Midwest Performance Car, Chicago, shares his perspective on tool programs in his shop. Andy also discusses his experience at Jocko Willink’s ‘Echelon Front’ Muster conference that he is sending his people to and why it is ‘next level’ training.
      Andy Bizub, Midwest Performance Cars, Chicago and Northbrook, IL. Listen to Andy’s previous episodes HERE. Key Talking Points
      Tool purchase/reimbursement/credit program is a retention tool for the shop Interest-free "loans" to techs for tool purchases are effectively zero net cost Having the tech buy their own tools through your program keeps them invested in themselves, their career, and in the shop Payback through hour deductions has to comply with minimum wage laws. EVERYONE in your organization can have the opportunity to lead in some way, to the great benefit of the whole organization- echelonfront.com, Leadership can be taught and coached   Leadership involves subordinating your ego. It's not about "my way or the highway" Enthusiasm for the future- Teslas and EVs are an opportunity and not a threat Get your employees in the mindset that they are able to lead in their areas of expertise  
      Connect with the Podcast
       
      Aftermarket Radio Network
      Subscribe on YouTube
      Visit us on the Web
      Follow on Facebook
      Become an Insider
      Buy me a coffee
      Important Books
      Check out today's partners: Shop-Ware: More Time. More Profit. Shop-Ware Shop Management getshopware.com       Delphi Technologies: Keeping current on the latest vehicle systems and how to repair them is a must for today’s technicians. DelphiAftermarket.com
      Click to go to the Podcast on Remarkable Results Radio
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      Do you have a sticky organization? Or is it more like Teflon? Do your employees feel a sense of belonging and ownership? Do they take pride in their work? Dr. Dave Weiman simplifies what it means to have a sticky culture and some warning signs to avoid in your business. Stick around! Dr. David Weiman is the president of Weiman Consulting, a leadership consulting firm in Philadelphia PA. Listen to David’s previous episodes HERE Key Talking Points
      What do we mean by "sticky"? A place beyond just where someone works- they feel connected to the place. It would be very difficult for another shop to pull them away. They value the place much more than just the salary.  What are some of the elements of a sticky organization? Shared values. Trust. An "ownership" culture where people feel a proprietary interest in the shop. Compelling goals that are achievable but might be a stretch. A sense that "what we have here is special." Team members feel like you listen and respond to them. Selective about who you bring on, and the existing team members know that. Telling stories about prior events or successes that support the can-do culture. Personal connections (the leader takes a personal interest in the team members). A sense of having a future there. The camaraderie that's a mix of professional and personal. A true sense of belonging. (Can include a common "language" or inside jokes/terms that help create a culture.  How would you know if your place is not "sticky"? Turnover. People don't go the extra mile. Customers are not treated well as a function of employees not caring much. Conflict and spats over seemingly small things. Lack of accountability. Low energy/enthusiasm.  Mistakes- They follow what they've heard other companies do or something they read that involves a significant culture change without considering the thoughts and ideas of their team members first. Making the place about the owner instead of the team. Few avenues for getting ahead/getting promoted. Blame. Not getting involved when there's a problem. No pride in the facility itself (the shop is dirty and disorganized).  How to approach creating a sticky culture. Be clear about the definition. Enlist help from the team members. Listen and respond. Take a genuine personal interest in team members. Create a "feedback" culture. Make pathways to higher-level roles very clear. Reward behavior that shows a genuine focus on customers -- can be even small things like a convenience store gift card. Clean and well-organized workplace. Be aware of your competitors and what they do to keep (or lose) employees.
      Connect with the Podcast: Aftermarket Radio Network Subscribe on YouTube Visit us on the Web Follow on Facebook Become an Insider Buy me a coffee Important Books Check out today's partner: Learn more about NAPA AutoCare and the benefits of being part of the NAPA family by visiting www.NAPAAutoCare.com
         
      Click to go to the Podcast on Remarkable Results Radio
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    • By carmcapriotto
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      Susan Starnes, Vice President, Emerging Markets of Genuine Parts Company
      Key Talking Points
      General discussion about the penetration of EVs, ADAS, connectivity Her team works closely with training NexDrive program- equipt shops to service EV’s and hybrids, started in the Netherlands in 2020. Looking to roll out and test in the US soon. Having products, training and communication and support around the program.  
      Connect with the Podcast:
      Aftermarket Radio Network
       
      Subscribe on YouTube
      Visit us on the Web
      Follow on Facebook
      Become an Insider
      Buy me a coffee
      Important Books
      Check out today's partner:
      Learn more about NAPA AutoCare and the benefits of being part of the NAPA family by visiting www.NAPAAutoCare.com
         
      Click to go to the Podcast on Remarkable Results Radio


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