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Technician Tools and Jocko [THA 298]


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Do wages today support the tools technicians need? What are they spending? Are owners using tool purchase programs for their employees? From the aftermarket radio network, it’s carm capriotto. Andy Bizub from Midwest Performance Car, Chicago, shares his perspective on tool programs in his shop. Andy also discusses his experience at Jocko Willink’s ‘Echelon Front’ Muster conference that he is sending his people to and why it is ‘next level’ training.

Andy Bizub, Midwest Performance Cars, Chicago and Northbrook, IL. Listen to Andy’s previous episodes HERE. Key Talking Points

  • Tool purchase/reimbursement/credit program is a retention tool for the shop
  • Interest-free "loans" to techs for tool purchases are effectively zero net cost
  • Having the tech buy their own tools through your program keeps them invested in themselves, their career, and in the shop
  • Payback through hour deductions has to comply with minimum wage laws.
  • EVERYONE in your organization can have the opportunity to lead in some way, to the great benefit of the whole organization- echelonfront.com,
  • Leadership can be taught and coached  
  • Leadership involves subordinating your ego. It's not about "my way or the highway"
  • Enthusiasm for the future- Teslas and EVs are an opportunity and not a threat
  • Get your employees in the mindset that they are able to lead in their areas of expertise

 

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Check out today's partners: Shop-Ware: More Time. More Profit. Shop-Ware Shop Management getshopware.com Delphi-Call-to-action.png       Delphi Technologies: Keeping current on the latest vehicle systems and how to repair them is a must for today’s technicians. DelphiAftermarket.com ARN-Website-Banner-July-2022-1200x400-1. Screenshot_340-1.png

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  • Have you checked out Joe's Latest 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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