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Important Employee Benefits [THA 267]

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carmcapriotto Grand Master

carmcapriotto

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Did you know money isn’t the main motivator for employees? How many people are willing to work 40+ hours a week in an unhappy environment while being undervalued? What benefits set your business apart from other shops in your area? And, are you reminding your team of their benefits package so they understand their value within your business?

 

Eric Henley, owner of H-Teck Auto Care in Gray, TN. Listen to Eric's previous episodes HERE 

Jim Hayes, General Manager of Pacific Motor Service, CA, Listen to Jim’s previous episodes HERE

Matt Lachowitzer, Matt’s Automotive Service Center, Fargo-Moorhead, North Dakota and Minnesota. Listen to Matt's previous episodes HERE

Key Talking Points

  • Professional career development, where do I go from here and how is it laid out for me to achieve it. Are the training and tools there to allow me to grow?
  • Company sponsored events-team members want to feel good about where they work and the work they do matters for the community. Involve the family with anniversaries and birthdays etc.
  • Dividing sick and PTO- vacation days can be paid out, sick days don’t have to be paid out
  • Making adjustments for employees with existing vacations- can manipulate the salary/pay rate. Each employee will be different depending on the scenario. Be creative.
  • Benefit packages will vary depending on the employee- paycheck is a small portion of what you offer, focus on culture/environment/growth opportunities. 
  • Marketing the entire package- and discussing with the team consistently 
  • Jim’s company matches 1:1 up to 4% for 401K
  • Invisible paycheck- base salary + expenses of benefits= value of the company
  • Paid training- shows intent and value
  • Incentives- ASE, benchmark bonuses, tools
  • Bereavement/maternity- additional days that don’t involve PTO

 

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  • Have you checked out Joe's Latest Blog?

    • Joe Marconi
      The Toolbox is Last to Leave, First is the Heart
      By Joe Marconi in Joe's Blog
         0 comments
      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.

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