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Posted

I have a 9 bay store we have had since 1961 . Going strong after my 45 years guys I am getting a little worn out. I am 61 would love to work to 66. The question I have is how can I advertise this business without all my employees going crazy. I know there are a lot of people coming to Florida it is booming. Anyone got any idea how to advertise it in other towns and cities. Thanks DM 

Posted (edited)

The site below is a good option for you. Features all sorts of businesses that are available for sale. Nationwide too. Plenty of auto repair shops.

bizbuysell.com

Edited by Obsidian Motors
Posted

I used a local industrial / commercial broker with 6 month contract and no local MLS listings or signs on property. They had a good track record in type sales and networking. They will list on sites like loop net. So its possible an internet search of address would show listing. I listed in Aug 21' , signed contract Jan 22', closing set April 1st.  In my case 52 years in business enjoy the shop, done with large blue city. I was able to tell my employees after signing contract. The buyers have interest in retaining employees which makes the process a bit easier.  Though heads up, two of my techs have been there 43 and 31 years it was tough to have the conversation.

 

Posted

If you have any internal candidates that may be the next owner, then Bob Ward could offer insight/assistance. https://www.perpetualbusiness.co/  Search on his business and name. He has a lot of resources for shop owners looking to transition

If looking for an outside buyer, You would also find value in a conversation Art Blumenthal. https://art-blumenthal.com/   Again lots of great resources with a simple search. 

Both these guys are passionate about helping auto shop owners. 

I also agree with dstremski. Local commercial brokers have been successful and discrete. 

Best of Luck 

 

 

  • 1 month later...
Posted

I sold my business in 2015 and leased the real estate to the buyer for $11K/mo. on a 10-year lease and I paid property taxes.  I guess you could call it "Double Net".  I was 60 years old at the time.  Like Joe M. said, it's not enough to retire on because I was still in 7 years deep on a 10-year owner financed purchase.  Long story made short, the business dropped 2/3rds and the buyer skipped out after 5 years.  We were able to get an $85K judgement against him but we can't collect it.  Where we made our retirement was selling the real estate for $2.3M in 2020 to a plumbing company with a fleet of 40 trucks.  We carried the paper on it for $9,600 on a 30 year note.  5 months later the plumber sells his business and the buyer paid the whole mortgage off.  We didn't have a prepayment penalty clause in the contract.  Silly me.  $400K in state and federal income tax instead of paying just a little bit each year.  Be very careful when you sell.

  • Thanks 1
Posted
On 3/11/2022 at 9:02 PM, Transmission Repair said:

I sold my business in 2015 and leased the real estate to the buyer for $11K/mo. on a 10-year lease and I paid property taxes.  I guess you could call it "Double Net".  I was 60 years old at the time.  Like Joe M. said, it's not enough to retire on because I was still in 7 years deep on a 10-year owner financed purchase.  Long story made short, the business dropped 2/3rds and the buyer skipped out after 5 years.  We were able to get an $85K judgement against him but we can't collect it.  Where we made our retirement was selling the real estate for $2.3M in 2020 to a plumbing company with a fleet of 40 trucks.  We carried the paper on it for $9,600 on a 30 year note.  5 months later the plumber sells his business and the buyer paid the whole mortgage off.  We didn't have a prepayment penalty clause in the contract.  Silly me.  $400K in state and federal income tax instead of paying just a little bit each year.  Be very careful when you sell.

Very good insight, not many of us would include the prepayment penalty. That is rough!

Posted

Just to follow up for those wishing/thinking/planning/ or actually retiring.  Here's the final update to our retirement situation.  We paid all of the income tax owed.  The CPA said my wife was off by $1K in tax liability.  For those who may not know, my wife is an accountant with 2 degrees; one in accounting and one in economics.  She went back over the CPA's return and found his error in the $1K and let the CPA know about it.  We gave the return back to the CPA.  He admitted his error, apologized, and signed the edited copy.  Imagine that.  Pay a CPA to know we were all legit and it turns out my wife was right after all. (See photo)

We paid the $400K income tax yesterday and paid off the house today.  Sadly, some expenses never go totally away.  While we don't have CC payments because we now use only debit cards, we still have to pay for utilities, insurance, taxes, gas, and food.  My accountant wife has calculated after everything is considered, we will still be able to put $2K/month into savings while still living in the lifestyle we've grown accustom.  Hallelujah! However, with all this damned inflation, that could change dramatically in a heartbeat. 😞

If you remember one of my previous post, we didn't retire on the sale of our business in 2015.  Where we made our retirement was selling the shop and the .9 acres it sits on.  Joe M. is correct about not expecting to retire on the proceeds from the sale of your business. It's simply not enough if you live well past your retirement. 

Women Are Always Right.JPG

Posted
On 1/23/2022 at 9:12 AM, tirengolf said:

I have a 9 bay store we have had since 1961 . Going strong after my 45 years guys I am getting a little worn out. I am 61 would love to work to 66. The question I have is how can I advertise this business without all my employees going crazy. I know there are a lot of people coming to Florida it is booming. Anyone got any idea how to advertise it in other towns and cities. Thanks DM 

Advertise it nationally as well as locally with LoopNet.com  It's the largest online searching for commercial property to buy, sell, or lease.  It's the Google of commercial real estate.

 

Posted

Off topic, but this comedy sketch mirrors your bathroom door sign.   The real question is does this still apply in retirement?

 

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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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