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Father Daughter Teams [THA 259]


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Key Talking Points

  • Thoughts that daughters bring to the table- being an employee, not a ‘favorite,’ earn respect from peers (testing period), don’t be reactionary
  • Learning to keep the status quo of the business and community while continuing to make improvements and grow
  • Pop By Marketing- popcorn and coupon to local businesses
  • Role definition prior to transition
  • Transitional period and length- be prepared
  • Encouraging respect
  • Making the business your own- bringing a different perspective
  • Transitioning daughter to be the face of the business- 60% of repairs are purchased by females
  • Fluid trust- with customers and between father/daughter team, trusting employees to decide
  • Be open to asking questions and have thick skin
  • Lauren attended peer group meeting with her father which opened her perspective and realized she wanted to join the industry
  • Be a learner. Everything is figure-out-able!

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This episode is brought to you by Shop-Ware Shop Management. It’s time to run your business at its fullest potential with the industry’s leading technology. Shop-Ware Shop Management will increase your efficiency with lightning-fast workflows, help your staff capture more sales every day, and create very happy customers who promote your business. Shops running Shop-Ware have More Time and generate More Profit—join them! Schedule a free live demonstration and find out how 30 minutes can transform your shop at getshopware.com

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The Panel

Ashlan Kaplan, General Manager, Cannon Auto Repair, Cannon Falls, MN. Ashlan is Rich's daughter and has been around the shop since she was a kid. She enjoys continuing to learn all about the automotive business and looks forward to helping it grow and serve our local community for years to come! Outside of work she enjoys spending time with her husband, two kids: Lincoln and Sophie and two fur babies Simba and Nala. Listen to Ashlan's previous episodes HERE

Rich Udenberg, Owner, Cannon Auto Repair, Cannon Falls, MN.  Rich Udenberg brings 45 years of experience to the trade and our service personnel has over 45 years of experience in the industry.

Lauren Anderson, Executive Assistant, Victory Auto Service, 9 Locations, MN. Listen to Lauren's previous episodes HERE

Jeff Matt, Owner, Victory Auto Service, 9 Locations, MN. Jeff founded Victory Auto Service & Glass with a commitment to providing exceptional service to those in need of automotive repair and maintenance. Growing up in Minnesota, Jeff worked as an automotive technician before opening Victory Auto Service & Glass. Jeff had always dreamed of opening a shop where the customer always felt cared for, never felt taken advantage of, and always received the highest quality service at the best price. Victory Auto Service & Glass first opened our doors in 1997 with a small, one-bay shop in Spring Lake Park. We have been growing ever since, thanks to our loyal and supportive customers like you. Listen to Jeff's previous episodes HERE Website-ARN-Side-Bar.png Screenshot_340-1.png  

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  • Have you checked out Joe's Latest Blog?

         5 comments
      I recently spoke with a friend of mine who owns a large general repair shop in the Midwest. His father founded the business in 1975. He was telling me that although he’s busy, he’s also very frustrated. When I probed him more about his frustrations, he said that it’s hard to find qualified technicians. My friend employs four technicians and is looking to hire two more. I then asked him, “How long does a technician last working for you.” He looked puzzled and replied, “I never really thought about that, but I can tell that except for one tech, most technicians don’t last working for me longer than a few years.”
      Judging from personal experience as a shop owner and from what I know about the auto repair industry, I can tell you that other than a few exceptions, the turnover rate for technicians in our industry is too high. This makes me think, do we have a technician shortage or a retention problem? Have we done the best we can over the decades to provide great pay plans, benefits packages, great work environments, and the right culture to ensure that the techs we have stay with us?
      Finding and hiring qualified automotive technicians is not a new phenomenon. This problem has been around for as long as I can remember. While we do need to attract people to our industry and provide the necessary training and mentorship, we also need to focus on retention. Having a revolving door and needing to hire techs every few years or so costs your company money. Big money! And that revolving door may be a sign of an even bigger issue: poor leadership, and poor employee management skills.
      Here’s one more thing to consider, for the most part, technicians don’t leave one job to start a new career, they leave one shop as a technician to become a technician at another shop. The reasons why they leave can be debated, but there is one fact that we cannot deny, people don’t quit the company they work for, they usually leave because of the boss or manager they work for.
      Put yourselves in the shoes of your employees. Do you have a workplace that communicates, “We appreciate you and want you to stay!”
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