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Posted

Hi,

I was wondering if there are any aftermarket shop owners on this forum? If so please respond to this thread. 

Let me introduce myself, my name is Joe Pazdera, I have been in the aftermarket game since 2005, but I have been self-employed for over 40 years. Currently, I own and run two companies Texas Truck Performance and TTP Coatings. I have found over the years that there is not alot of resources out there for shops like ours. Everything is geared to the normal auto repair shop. Which is like trying to fit a sqare peg in round hole, we just don't fit the mold. We have different obstacles, to overcome that a normal repair shop doesn't.  Like installing a lift, most manufacturers do not give a labor time, you just have to guess. Even if they do its not always correct and you either over bid and lose the job or underbid and lose your profit. So in the days to come I want to explore how other business owners are doing it. I hope you will join me in the quest to make us the best and most profitable we can be. 

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Posted

Joe,

..always create your features and benefits list and there are a huge amount of benefits waiting to happen if you can present the experience and the solution in one paragraph 

Leon Martin

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Posted
On 11/18/2022 at 1:24 PM, Leon Martin said:

Joe,

..always create your features and benefits list and there are a huge amount of benefits waiting to happen if you can present the experience and the solution in one paragraph 

Leon Martin

What does this have to do with what I am talking about? I am trying to recruit people, to exchange ideas. 

  • Like 1
Posted
On 11/15/2022 at 10:58 AM, TTP said:

Hi,

I was wondering if there are any aftermarket shop owners on this forum? If so please respond to this thread. 

Let me introduce myself, my name is Joe Pazdera, I have been in the aftermarket game since 2005, but I have been self-employed for over 40 years. Currently, I own and run two companies Texas Truck Performance and TTP Coatings. I have found over the years that there is not alot of resources out there for shops like ours. Everything is geared to the normal auto repair shop. Which is like trying to fit a sqare peg in round hole, we just don't fit the mold. We have different obstacles, to overcome that a normal repair shop doesn't.  Like installing a lift, most manufacturers do not give a labor time, you just have to guess. Even if they do its not always correct and you either over bid and lose the job or underbid and lose your profit. So in the days to come I want to explore how other business owners are doing it. I hope you will join me in the quest to make us the best and most profitable we can be. 

We hooked up with 4 technical colleges:
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All had "Job Fairs" in an Expo-like setting. We had a hiring booth set up on the Job Fair floor. These colleges and universities provided us with trainable candidates that had already exhibited a strong desire to go into automotive/transmissions. We would offer R&R careers with the hope to move up to rebuilding eventually. I had brochures printed, took our cutaway transmissions, and tried to make our hiring booth look the most appealing. Out of all the ways we tried to hire, this strategy was the most fruitful for us, although it was A LOT OF WORK. If a shop is looking for help, hookup with the local colleges, universities, and tech schools in your area like we did. Yeah, we struck out more than a few times but overall, the strategy worked.
Posted
5 hours ago, Joe Marconi said:

First, Auto Shop Owner is primarily comprised of aftermarket auto shop owners from around the world and also companies that support the aftermarket.  

You have a unique business and one that does not fit into the "normal auto repair shop," as you state. With that said, it's important to understand your numbers: your labor costs, material/parts cost, and operating expenses to start with. Then you need to establish your required gross profit on labor and parts in order to pay for your operating expenses.  And of course, you need to have a decent net profit(bottom line)

I don't want to trivialize your business model; I just want to start the conversation. 

I would like to hear from businesses that are similar to yours. I ran a traditional multi-store auto repair shop for 41 years, and now work as a business coach. 

 Great Topic!!! 

WE are a unique business, this is true. Lets just say that you know your numbers, without a "labor guide" you are just guessing on these lift jobs. Unless you have years of experience like I do and can quote the job from repetition. It's the new comers that have no factual basis to turn to , like a typical auto mechanic does. So my question was how are other shops doing this? Guessing on the labor and hoping you covered your butt? DO you have a formula you use to bid these jobs? Something different , then please share your ideas with us.

Each lift job is different, even on the same truck. A cheap kit will have less parts than a higher quality kit that will have more parts to acheive the same goal. More parts means more labor time.  Which means higher cost. We always try to give the customer two or three different choices on the same heigth of kit. An economy kit, mid level and a high end kit. Explaining the benefits of each one. We also try to determine if its going to be a pavement princess or a real world use off-road vehicle. That all factors into what they truly need for their needs. 

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Posted

Good Day Joe 

...We are a brake and front end shop.

I know what you are talking about. We don't do lifts for that reason.

We do leveling kits and considered the job as replacing Struts and it's base on the time plus some.

A lift kit leaves a lot of work with out been paid for.. 

I think is more of guess on the amount of work and hours combine. 

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Posted

YES! EXACTLY! TY for the reponse.

I usually look at the labor rate, it as a strut replacement in the front along with a front diff R&R. Then in the back shock replacement and the track bar then add an hour or two. 

I personally do not like Rough Country but on their lift description if gives you an estimated install time give or take a couple of hours. My problem is when you sell a high end kit, like BDS, there are several more parts/steps than a cheap entry level kit. So that's where it gets a little tricky to bid, but its a starting point. 

 

Posted

It can, but if its a unforseen issue that is out of the scope of our work like bad ball joints or a TRE. We notify the customer and tell them of the issue and the cost to fix it. Labor is reduced since we are already tearing it down. Most people will tell us to proceed, with the chang order.  

Our biggest problem is competing with other shops in the area. Seems like several have popped up overnight, and are doing lifts and leveling kits for insane prices. A normal level kit on an F150 4x4, quality brand parts goes for @450.00. I have guys offering to do it for less than half that. Now I know that they won't be in business for very long since they are barely making a profit and the new shop overhead is going to eventually shut them down if they don't raise their prices, but its the Billybob, working out of his house that is the most concerning. NO overhead, NO taxes, straight cash and cheap. We can't compete with that. They usually come in at 30-50% less than we have quoted. We try to sell on our reputation and service. But I have seen in the last few years, nobody cares about that, its just about that bottom line. 

Of course they complain when something goes sideways. I know this because they usually bring it to us to fix. And we hear the whole sad story how they were ripped off, when the other shop wouldn't fix it.   No warranty with that install....LOL. Then it costs them usually more than we first quoted to fix the issues. I have seen componets, not torqued at all but just hand tight, bolts missing on key componets. From a safety standpoint its really bad. 

Anyone else having these issues?

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  • 1 month later...
Posted

Perhaps have the vendors you use do the legwork for you.  That's an added benefit they can provide you, as a buyer.  I have a vendor that does just that...I can order parts online, see availability, and even check labor guides, interchanges, and fitment.  Because of that, it's my first place to shop.  Really where I get nearly everything, because it is consistent, and they have shown they take us seriously by providing us with tools to help the ordering process.  If I know part prices, associated labor, etc., it means many times I can make a decision on the fly.  We are a mom and pop and do straighforward stuff with some classics thrown in (and the occasional tractor dropped off in the lot).  It also helps in a small shop, if your front-end person is not necessarily a car guy (me).  By providing that info to the desk person, the wrench doesn't have to stop and weigh in on an estimate (increasing bottom line).  Just a thought...the information must be out there...ask and you just might receive, if they can see how it would cement a relationship with you!

Cheers

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  • Have you checked out Joe's Latest Blog?

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      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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