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Demeny Pollitt Lists Her Labor Rates and Menu Prices On Website [AW 130]


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Guest Host and Shop Tour with Demeny Pollitt, Girlington Garage, South Burlington, VT. Demeny believes in a transparent business and lists her labor rates and menu prices on her website. Demeny Pollitt, Girlington Garage, South Burlington, VT.

Key Talking Points 

  • Lists labor rate and prices on website
  • Menu board in the shop also lists prices
  • Be transparent- customers know what to expect 
  • Experiences as a woman getting car repairs- unfortunate situations occurred. Wanted to go to a woman technician and realized other women probably felt the same. Wanted to open her own shop where women and men didn’t feel like they were getting ‘ripped off’  
  • Went to school to be a technician- gets bored easily and wanted an engaging career. 
  • Took a local women's small business startup course
  • Opened for 13 years- hired business coach 3 years ago. Felt close to being done after 10 years and needed support in a business coach. Hired a manager to run the day-to-day. 
  • Looks outside of the automotive industry for hires- hospitality

 

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Dorman gives people greater freedom to fix vehicles by constantly developing new repair solutions that put owners and technicians first. Take the Dorman Virtual Tour at www.DormanProducts.com/Tour

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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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