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Posted

The concise definition that I remember reading was:   "If it breaks during disassembly, then its on you.  If it breaks going back on, then its on me."   Of course, this needs to be wrapped flowery words.

Posted

We are a transmission repair shop.  We don't have a big issue about broken parts, nor have a sign.  The biggest "broken parts problem" for us is oxygen sensors that throw a code AFTER the repair.  This almost always happens on vehicle we have to drop the exhaust on.  O2 sensors like light bulbs; if they get bumped, then POOF they're gone. If we don't drop the exhaust; no problem.  I figured I couldn't make a sign for 100% of my customers for issues that happen to <10% of our customers.  What to do?

I came up with a video on the shop's YouTube channel that fully explains the situation.  When I would tell customers they need oxygen sensors (whether they objected or not) I would send them a link to the video.  Never had a problem since.

Why High Mileage O2 Sensors Fail After Transmission Work

Posted
18 hours ago, Joe Marconi said:

I understand the problem.  We cannot be responsible for everything, especially things that are not under our control.  A few things: How often does this happen?  Can some of these things be picked up during the initial multipoint inspection (such as chips in the windshield?) and do you know the overall cost you spend per year on these things?  

For example, if your shop pays out $1000 on things you feel you cannot ask the customer to pay for, could you add the $1000 to your cost of doing business?  In other words, if you service 1000 cars per year, could you build into your pricing another $1.00 per car to offset this?  

Work on identifying what you can control and then find a way to help pay for it. Boy, I hope this helps. 

I am not sure about your question on the SW pay? 

 

 

 

Excellent post, Joe.  Many shop owners don't consider factoring in certain costs to every job.  For instance, shop supplies.  Most shops I know have shop supplies as a separate line item in a R.O.  In those cases, many shops track the shop supply account. I just factor it in to what we bill for labor.  Many headaches can be solved by just what you suggest.

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Posted

For jobs over $1,000 we add a 10% contingency on estimate.  We explain to the customer what it’s for (additional labor for broken bolts, old brittle clips, a seal that was not put on estimate, etc) and that if it’s not needed, it comes off the bill.  
 

We use some of the contingency 20% of the time. If we sell it up front, the customer is usually resigned to the fact that the repair will cost the higher amount and when the job goes smoothly and we don’t need it, we tell them it’s less, and they are ticked pink. 
 

i am also wary of putting up warning signs and the vibe they give off. 
 

just my 2 cents

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Posted

Most of the jobs we do are already entered in my shop management system as “canned jobs”. When I entered all these canned jobs I added all miscellaneous items such as clips, retainers, conditioning discs, nuts/bolts/washers etc.. onto jobs that would routinely utilize those items. Over the years I have adjusted these canned jobs to include more items or in some cases removed some items. My estimates are done using my shop management program so in most cases the forgotten or overlooked part or a part that commonly fails is included in the estimate. If The part is not used then it is removed from the invoice. The above covers all of the small, incidental items in most cases. If I fail to include a clip or small priced item and add it to the final invoice I very rarely have anyone question it. I always have the option to N/C the item if I think this particular customer will cause a fuss over a low price, unexpected part. Over time you get to know your customer, even first time customers. When I review an involved estimate I always try to verbally inform the customer of the potential need of additional parts or labor based on my past experience. When the unexpected happens and the additional part or labor is costly I call the customer as soon as possible and inform them of the need and cost of the additional part or labor. Letting something like this go until the customer receives the invoice is never a good idea. When we increase the cost of a customer’s invoice because of unexpected issues we need to realize that we are spending the customers money so they deserve to be informed and be brought into the decision of how to proceed. Concerning signs - I find that most people don’t read signs so I don’t post a sign concerning this matter. I suppose if I had a sign and the customer questioned an additional charge I could then point to the sign but that to me would be wrong. Pointing to a sign when a customer is standing in front of you, upset about an up charge will only add fuel to the fire.

 

  • Like 1
Posted
3 hours ago, JimO said:

Most of the jobs we do are already entered in my shop management system as “canned jobs”. When I entered all these canned jobs I added all miscellaneous items such as clips, retainers, conditioning discs, nuts/bolts/washers etc.. onto jobs that would routinely utilize those items. Over the years I have adjusted these canned jobs to include more items or in some cases removed some items. My estimates are done using my shop management program so in most cases the forgotten or overlooked part or a part that commonly fails is included in the estimate. If The part is not used then it is removed from the invoice. The above covers all of the small, incidental items in most cases. If I fail to include a clip or small priced item and add it to the final invoice I very rarely have anyone question it. I always have the option to N/C the item if I think this particular customer will cause a fuss over a low price, unexpected part. Over time you get to know your customer, even first time customers. When I review an involved estimate I always try to verbally inform the customer of the potential need of additional parts or labor based on my past experience. When the unexpected happens and the additional part or labor is costly I call the customer as soon as possible and inform them of the need and cost of the additional part or labor. Letting something like this go until the customer receives the invoice is never a good idea. When we increase the cost of a customer’s invoice because of unexpected issues we need to realize that we are spending the customers money so they deserve to be informed and be brought into the decision of how to proceed. Concerning signs - I find that most people don’t read signs so I don’t post a sign concerning this matter. I suppose if I had a sign and the customer questioned an additional charge I could then point to the sign but that to me would be wrong. Pointing to a sign when a customer is standing in front of you, upset about an up charge will only add fuel to the fire.

 

Jim,

Because we are a transmission-only repair shop 90% of our work is repetitive... very repetitive.  There's even stuff that I can almost predict to break.  Like Joe says, I factor stuff that breaks and shop supplies into every canned job; even Brakleen (we use hexane).  Occasionally, we see a new transmission or one we don't have a lot of experience on and the standard factoring is automatically factored in.  I pride myself on my estimates being dead-on accurate.  That's mainly because we don't give written estimates until an RDI. (Remove, Disassemble, & Inspect)  If we find something after the estimate, we eat it.  Once we have the transmission out and apart, it's really hard to miss something.  Actually, in our shop, the word "Estimate" is a misnomer.

Posted
33 minutes ago, Joe Marconi said:

Let me add another thought to this conversation.  Every expense, in some way, must be passed on to the customer.  As business owners, we need to factor in all costs of doing business; every can of rust penetrate, every shop rag we use, every wire tie, every nut, bolt, washer, etc. This is how a business operates.

Some states allow a Shop Supplies fee to offset the miscellaneous fees that aren't normally billed on the customer's invoice. Be careful with Shop Supplies and hazmat charges, in some states you can recoup what you spend, but you cannot make a profit on it. 

The bottom line here is truly the bottom line.  Shop owners need to sit down and look at all costs. And then adjust their part and labor margins to ensure that a reasonable net profit is attained. 

Profit is not a dirty word. Profit ensures that shops are providing the very best service and repairs by reinvesting in the best tools and equipment, afford ongoing training, and remain in business to continue to serve their community. Also, profit provides a decent wage for their employees and themselves.

Sorry to go on about this, but it came to mind, and thought it fit into this conversation.  

 

 

Joe, I fully agree with you.  However, how a shop charges for those items is up to the discretion of the owner or manager.  I, personally, never have line items that aren't either parts and labor because I don't like explaining "extra charges".  I chose to charge for those things by factoring it into the labor we charge.  As I've posted before, we charge by the job, not by the hour.  90%+ of our jobs are repetitive canned jobs.  However, when calculating the labor on a new type of transmission or one we don't have canned yet, we use $125/hr. to calculate the price of the job.  We went to $125/hr. "behind the scenes", so to speak.  On the rare occasion somebody would ask our hourly shop labor rate, I would respond with "We don't charge by the hour, we charge by the job."

You have to remember I sold our business in 2015 and I set that labor rate way back in 2013, 9  years ago at the time of this writing.  At the time, I knew we were the highest in our market area for hourly labor charges, but virtually nobody knew it.  Think about it, no consumer knows the price of any transmission work.  You can't price transmission parts at Auto Zone, only complete units.  Nobody walks in with their own parts or rebuild kit.  I feel our situation was rather unique in comparison to the majority of the industry.  We intentionally located in a very affluent area of the Salt Lake Valley where there were virtually no price objections.  I doubt that most shops could do what we did.

  • Like 1
Posted
On 3/29/2022 at 12:47 AM, DUFRESNES said:

Does anybody have a sign stating if parts coming off to make a repair are broken, the customer is responsible.  I don't want to make a new sign if someone already has one.  Such as bolts, plastic pieces and windshields that have rock chips and split.  I am not talking about abuse, just warn parts.

I guess it depends from case to case and there shouldn't be any hard and fast rule. For example you may prepare an estimate of a repair order and later while repairing procedure, you discover that some other parts need your attention. This doesn't mean you are going to to the additional repair for free. You have to charge for this and hence you revise the estimates after your customer's approval. 

Moreover, your customers are not easy people to deal with. They do not trust you easily. In worst cases, where customer actually complains that you are responsible for the additional broken part, you can look into the case.

Another case would be that you gave your best and the vehicle looks absolutely fine when your customer leaves your shop. But returns on the same or next day complaining that the part broke off. What should you do here? You again have to look into the case. It may be your customer fault but it could be yours too. In this case, I believe you should just go for free repairing of the particular part. After all, it may give your customers confidence into your shop that you did not try to upsell them. Hence, its your gain ultimately. But, remember, this is a rare case. May happen twice in 6 months. Do not let your customers deceive you! You have to be smart here. 

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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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