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These are the rules I followed to successfully sell our shop.



 
 
 
 
 

TEN COMMANDMENTS

FOR SELLING YOUR TRANSMISSION REPAIR SHOP

 

 

1.  Value Your Shop Appropriately (and in this Business, Value is Based on Cash Flow)

 

You must be realistic about valuing your shop. Sources state that 70% of all businesses for sale never sell, which is probably due to the business being priced too high or having a bad financing structure. You should be familiar with the prices of other shops that may be for sale in your area and be in a position to assess the cash flow and other financial points regarding your shop that are favorable when compared to these other shops. To be able to assess this, before your business goes on the market for sale, you should have certain financial records ready. You should have your last 2 years of business federal tax returns, profit & loss statements and bank statements, and from these records have calculated an accurate annual net income/cash flow figure. REMEMBER: HIGH CASH FLOW IS WHAT SELLS CENTERS AND ALLOWS BANKS TO MAKE BUSINESS LOANS! Serious buyers will immediately ask for this information so it benefits you to advertise it. 95% of the time, Buyers will want to see your tax returns right at the outset to check that you have been accurate in your statements and to assure that they can get a bank loan, if one is needed. Nothing will kill a deal quicker than a potential buyer feeling uncomfortable about the accuracy of the information he is being given and a seller not being able to prove it from his financial records. BOTTOM LINE: If you cannot provide substantial proof of your advertised cash flow, do not expect to sell your center. On the other hand, if you can provide such information but not from your financial records, be prepared to help your Buyer with financing.

 

2.  Write a Comprehensive One Page Fact Sheet About Your Shop

 

Buyers will need to know many details about the business being sold and you do not want to risk leaving out pertinent data they will need to know. So rather than having to re-state this information each time you talk face-to-face with a potential buyer, make up a one-page summary of the key financial statistics about your business (number of employees, average weekly/monthly sales, net income/cash flow, lease terms, list of equipment etc.) and also include some history of the business and your ownership and management, important attributes of the area or particular location where you do business, what you would recommend to a new buyer to increase business once he takes over, the reason for selling and any training that will be available after the sale, etc.

 

3.  Get Maximum Advertising Exposure to Generate Lots of Potential Buyers

 

To sell your business, you need lots of potential buyers (ones that are financially qualified) to see that your shop is for sale. Buyers looking for the right opportunity may be willing to relocate and can come from all over the United States or Canada so you need wide-reaching advertising exposure. You must advertise adequately on the internet to get the word out to the right buyers and you will need to know what to tell them about your shop to generate maximum interest. While it only takes one buyer to buy the business, it is always best to generate maximum leads to assure success in selling your business.

 

 

4.  Get Non-Disclosure/Confidentiality Agreements (NDA) Signed

 

Have all potential buyers sign and date a confidentiality agreement before you give out any information. This is very important to protect your ongoing business during the sale process. Make sure that potential buyers understand how important confidentiality is, not just to you but also to them in the event they buy your business, and that they must sign it before you can have any dealings with them.

  

 

5.  Get the Negotiations Going and then Keep Them Moving

 

Make sure that when you get an interested buyer, you stay in touch and, especially when you are negotiating the terms of the sale, that you keep moving forward. No situation, whether it be a point of

negotiation or providing information needed for various decisions that must be made along the way (such as with a lender or financial advisor) should be left sitting. Anytime this happens, it could kill your deal.

 

6.  Get a Purchase Agreement Signed and Deposits Placed Immediately

 

Getting a purchase agreement signed and moving ahead under its terms to reach closing on the transfer of the business is critical. Your goal at this point is to sign off on any contingencies as quickly as possible. To be sure everything goes smoothly, have your accountant ready to address the allocation of the purchase price under the purchase agreement. Waiting until later may delay your deal and, again, Delay Kills Deals!

 

7.  Set a Clear Limit on the Time for Due Diligence by the Buyer

 

Due diligence by the buyer should last no longer than two weeks. If you have followed the steps given here, you will have your information organized and ready and this is all the time a buyer should need to investigate your business. You do not want to be waiting for a deal to become final, only to discover that the buyer you thought you had has decided not to move ahead and your other potential buyers have moved on to other interests. The purchase agreement should specify a defined time period for the due diligence, and all parties need to keep to the schedule. Remember, Delay Kills Deals!

 

8.  Get Your Money in Hand Before You Stop Observing This Sale Process

 

Until the title to your business transfers and you are paid the purchase price from the escrow, the business is not sold. Many deals fall out of escrow for a large variety of reasons. Continue to keep in touch with any other leads/potential buyers you may have and keep collecting contact information for any new leads. Be sure that you have a successful deal before you let up on any of your efforts to sell your shop.

 

9.  Keep a 100% Positive Attitude Throughout the Process

 

A 100% positive attitude leads to positive interest from buyers, which then leads to positive results, i.e. the sale of your shop! Your positive attitude will make prospective buyers want to deal with you and make all your dealings go more smoothly - key ingredients in making any sale.

 

10.  Hire An Experienced Consultant Who Knows the Industry to Help Bring About a Sale

 

You need a result-oriented industry consultant who can respond to the types of questions that a prospective buyer might ask about owning a transmisison repair center and help that buyer to better understand the opportunity involved in owning your business. Keep in mind that most general business brokers are just that -- they take all types of listings from anyone that comes to them and do not concern themselves with knowing about the specific business being sold. They would be just as happy leading a potential buyer to purchase a donut shop that they have listed rather than selling the merits of owning a transmission repair shop. At a minimum, you should be looking to hire someone who has had experience in selling auto repair businesses and who can persuade you that they can "walk the walk and talk the talk" of why your business is a great opportunity. 

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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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