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My customer base responds well to their on-board, in vehicle, service reminders that for the most part have made service reminder stickers on windshields obsolete. When needed we still use reminders on windshields but the majority of vehicles now have condition based service reminders and don’t require a windshield sticker. Our stickers include when the next OFL is needed and also any additional work that is needed now or in the future. The stickers fulfilled their intended purpose but I do find that most drivers pay more attention to a service reminder message or light on their dash. I also indicate future needs on customer invoices and verbally review these needs with our customers when they pay their invoice. Extended service intervals certainly reduced how often we see a customer but I also sell gasoline and diesel which brings regular customers to my property weekly or more often which certainly helps.
This is straying from the topic but I think it needs to be said: When we perform an oil change we all face extended oil change intervals, under engine shielding, the popularity of AWD which adds the need to inspect F&R differential & transfer case fluid levels. The time consuming procedures needed to verify proper oil level on completion when the vehicle manufacturer fails to provide a dipstick. The vast inventory of unique oil filters and all the different oil grades that are needed in order to do the job properly. And last but not least the various, ever changing methods required to reset service reminders. This means that our entire industry needs to wake up and rethink what the financial compensation should be for performing an oil change on today’s vehicles or we will financially die on the vine. Sure, years ago we could offer a cheap oil change, bang it out quickly, no shielding, very few AWD vehicles, every vehicle had a dipstick, 20 oil filter numbers offered 90% coverage, three grades of oil, every vehicle got a service reminder sticker and even though you saw this vehicle 3-5k miles ago you spotted a valid need of additional work needed. Those days are gone, vehicles are built better and we can’t afford lost leader oil changes when the oil change may be all you get from the visit. Our customer base is mostly leased vehicles, retained for three years and then replaced with new. Many manufacturers offer free oil changes for the first 12 months which further erodes our opportunities. If your customer base is largely older, non-leased vehicles then maybe you can continue that practice but as years click by we will no doubt look back at the effort, liability and time taken to complete a task that we were under compensated for as a mistake.

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My apology for straying from your topic but when i thought about it I envisioned shops offering cheap oil changes or free oil filters attempting to increase oil change numbers to what they once were. That is a practice that I would not want to see happen. 
Extended oil change intervals definitely reduced car count but so did so many other things such as 100,000 mile or more spark plug change intervals. The complete absence of caps, rotors, wires, points and condensers. Many steering and suspension parts such as control arm bushings, idler arms, pitman arms are no longer on vehicles and what took their place sometimes lasts the life of the vehicle. Drive belts last two to three times as long as what we had years ago. Water pumps rarely fail and the average life of a radiator has certainly increased over the years. Incandescent and halogen bulbs are gradually fading away and being replaced with LED bulbs that may never need be changed. I used to replace at least one washer pump a week and I think currently I see maybe one in a month or two. I am thankful for TPMS, cabin filters, Honda and Acura service codes and electric parking brakes that prevent DIY brake work.
If the farmer needs to increase milk production he could try milking the cows more but that is a futile effort and ultimately he needs to buy more cows. We can try to offer more services such as ADAS calibrations but that may be difficult for the average shop. Adding a car wash or detailing? Key programming specialist? Custom, aftermarket wheels? Specializing in off road vehicles, lift kits, suspension modifications and accessories? Small engine repair?
For the last 20-30 years I have noticed that the marginal shops in our general area eventually failed, in most case they turned into a non-automotive use and our car count increased. Just think of the number of car dealers that closed over the years never mind small shops. This trend seems to be continuing but at a much slower rate. I guess the only answer I have is to follow the dealers and perform a service and not just an oil change when cars are in your shop. Look up and review maintenance schedules and have trained techs that notice items that need attention. 

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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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      Hey all, Davis here, new to the forum. I built evqualified.com, a free directory that helps EV owners find shops based on verified credentials (ASE certs, EV training, high-voltage safety) instead of reviews or paid ads.
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