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The New Frontier of Call Conversion Rates [RR 734]


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The phone call from a customer is always the beginning of the relationship. Are you tracking, measuring and holding your service advisor accountable for every phone call that comes into your business? What is your phone SOP? Do you have a conversion rate for phone opportunities? I’m with Stan Stokes, founder of Iron Fist Consultants, who has created the next level of measurement for service advisors.

Stan Stokes, Founder & CEO of Iron Fist Marketing Consultants

Key Talking Points

  • Do you have the right person answering the phone? Do you understand the communication that's taken place between your staff and the customer? How do we measure that? The phone is the beginning of the relationship, 
  • Iron Fist spent the last six years analyzing half a million phone calls in the automotive industry
  • The majority of people start the search for auto repair near me on some type of device and 60% of all searches end up with a phone call. 
  • Why did the customer choose you? If they didn't, how does that impact revenue? How does that impact return on investment? How do you measure and how do you improve? 
  • A consumer either has a planned or an unplanned service need  
  • Lead to customer conversion rate- if you take the total number of phone calls, which are leads and you divide that by the number of customers that arrived at the center, then you have a lead to customer conversion rate. Last year, Iron Fist, estimated that the industry has an average of less than 30% lead to customer conversion. 
  • If they didn't book an appointment, do you have the knowledge to say where in the conversation could have been redirected to change the outcome to a booked appointment?
  • The consumer very seldom will ask you, how are you going to fix my car? They ask you, can you fix my car? And when can you fix my car? And we misinterpret why and how
  • Many shops don't have an SOP for guest experience on the phone call. 
  • Compliance measurement for service advisors- Did you discuss the value of the business? Did you say your name? Did you say company name? Did you confirm the appointment/directions?
  • When we measure booked appointment conversion rates, we find that the show rate goes up exponentially.
  • Full circle- measure the call, book the appointment, is that appointment showing, what was the revenue made from it?

 

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  • Have you checked out Joe's Latest Blog?

         5 comments
      I recently spoke with a friend of mine who owns a large general repair shop in the Midwest. His father founded the business in 1975. He was telling me that although he’s busy, he’s also very frustrated. When I probed him more about his frustrations, he said that it’s hard to find qualified technicians. My friend employs four technicians and is looking to hire two more. I then asked him, “How long does a technician last working for you.” He looked puzzled and replied, “I never really thought about that, but I can tell that except for one tech, most technicians don’t last working for me longer than a few years.”
      Judging from personal experience as a shop owner and from what I know about the auto repair industry, I can tell you that other than a few exceptions, the turnover rate for technicians in our industry is too high. This makes me think, do we have a technician shortage or a retention problem? Have we done the best we can over the decades to provide great pay plans, benefits packages, great work environments, and the right culture to ensure that the techs we have stay with us?
      Finding and hiring qualified automotive technicians is not a new phenomenon. This problem has been around for as long as I can remember. While we do need to attract people to our industry and provide the necessary training and mentorship, we also need to focus on retention. Having a revolving door and needing to hire techs every few years or so costs your company money. Big money! And that revolving door may be a sign of an even bigger issue: poor leadership, and poor employee management skills.
      Here’s one more thing to consider, for the most part, technicians don’t leave one job to start a new career, they leave one shop as a technician to become a technician at another shop. The reasons why they leave can be debated, but there is one fact that we cannot deny, people don’t quit the company they work for, they usually leave because of the boss or manager they work for.
      Put yourselves in the shoes of your employees. Do you have a workplace that communicates, “We appreciate you and want you to stay!”
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