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Passion To Support Abused Children – Chris and Pete Meier [RR 805]


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Introducing the new "Beyond the Shop" series that will feature the passions of your industry peers and professionals. In April 2017, Pete (aka GuardDog) and Chris (aka Ninja) Meier, began Bikers C.A.R.E. "C.A.R.E." stands for "Child Abuse Response Effort," and describes their vision - that is, to do everything possible to end child abuse in ALL of its forms and to come to the aid of children and families victimized by abuse. Pete Meier, Creative Director, Motor Age, and industry trainer. Bikers C.A.R.E Inc. Listen to Pete’s other episodes HERE Show Notes

  • Bikers C.A.R.E Inc- Helpline (813) 609-2457
  • 3 Pillars of Bikers C.A.R.E. Mission- Educate, Restore, Protect
  • The United States has one of the worst records in how it protects its kids. We have 1500 children dying every year as a result of neglect or physical abuse.
  • It doesn't take numbers to make a difference, it just takes a willingness to make a difference
  • Utilizing social media to reach out and seek help
  • It's not the guy in the overcoat standing outside the schoolyard. It's the uncle, it's the soccer coach, it's the youth leader at church, and sometimes it’s the family itself
  • Provide resources for therapy and resources for domestic shelters, it's all about having resources with us as well as helping 
  • Protect your children from cyber predators online; check with their phones and computers 
  • Whether it's law or not, you should consider yourself a mandatory reporter.
  • The average age of a sexual abuse victim is eight years old
  • If you notice attitude changes in your kids, check on them
  • Spend more time with your kids rather than them spending more time with phones and computers, make time for them, and go for a walk, go for a bike ride, go for a car ride etc.


Connect with the Podcast: Aftermarket Radio Network Subscribe on YouTube Visit us on the Web Follow on Facebook Become an Insider Buy me a coffee Important Books Check out today's partner: Learn more about NAPA AutoCare and the benefits of being part of the NAPA family by visiting www.NAPAAutoCare.com

 
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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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      Click to go to the Podcast on Remarkable Results Radio


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