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Transmission Repair
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Transmission Repair Experienced

Transmission Repair

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As most of us already know, Aamco went into General Repair.  But did you know that was back in 2006?  I have a 2017 franchisee brochure from an Aamco insider who is a good friend.  His wife was the general council (attorney) for Aamco although they are now both retired.

Here's he brochure.  Aamco Franchise Information  Pay particular attention to page 3 where they say transmissions are only 34% of their business and G/R is 66%.  Wow!  That's incredible.

Transmission Repair Experienced

Transmission Repair

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You're right about transmission swapping.  Just in the last decade, about 2 dozen new transmission type have been introduced.  For the 2 or 3 decades before that, transmissions would have no more the 4 speeds and transmissions stayed largely the same.  It's gone up from 4-speeds to 10-speeds and everything in between, not to mention the infamous CVTs.  Because of all the changes, there is much more liability in transmissions than ever before.  

Even with the car manufactures, there's more liability and costs.  Ford and GM have collaborated on both a FWD 6-speed as well as a RWD/4X4 8-speed, not to mention a 10-speed as well.  If you buy a new Ford or GM truck, the chances of them having the same transmission is more than good.  Mopar, now Stellantis, simply said "fuck it" and is buying ZF 8-speeds instead of designing and building their own. If you think finding automotive technicians is hard, you ought to try finding a competent transmission rebuilder.  There's not enough new young rebuilders to replace all the older builders that are getting out of the profession or retiring.

Many transmission "rebuilders" nowadays are merely disassembly/assembly people.  They can't diagnose.  For comedy, I read technical transmission websites and Facebook Groups.  They are chocked full of "rebuilt" transmissions that either fail or don't work right from the get-go.  If a new job comes in or perhaps one of theirs isn't working correctly, the only thing they know how to do is pull the transmission out and see if anything visual is awry.  When shops buy a reman for a late model vehicle, often the only choice is the dealer.

It's not uncommon for transmission problems to NOT be the transmission itself.  There was one clown working at a shop with a new job that the transmission was stuck in failsafe.  Naturally they pulled it out and rebuilt it but couldn't find anything really wrong with it other than wear and tear.  Upon installation, the transmission was doing the same thing.  The way I discovered this story was on a transmission website, TRNW.com.  Get this subject line of the post of this story: THE $4,000 DOLLAR FUSE.  A blown fuse to the transmission was causing the failsafe or "limp in" mode.  

Crap like that happens every day and it sickens me.  On top of that, since I retired in 2015, trouble finding transmission techs has gotten worse along with parts shortages, chip shortages, and supply chain issues.  I read everyday how shops have a bunch of cars sitting on the lifts because they can't find parts.

I feel very lucky.  My 40-year career was in the "Golden Age" of transmissions.  Nobody could pay me enough to put up with all the shit transmission shops have to deal with today.  I only observe it from afar, thank goodness.  I am SO GLAD to be retired and not in the daily grind.

J. Larry Bloodworth, still a CMAT, 801-885-2227 [email protected] 

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    • Joe Marconi
      The Technician Shortage Is Our Fault, And It's Time We Own It
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      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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