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Doubles Sales to $2 million in 18 Months [RR 812]


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Recorded Live at the 2022 Transformers Summit with Jesse and Christine Myers. They joined a peer group and it changed their entire business, doubling their sales to $2 million in 18 months. Jesse and Christine Myers, ATLR (All Toyota Lexus Repair), Arvada, CO. Show Notes

  • Started in 2003, biggest growth was in 2019
  • Jesse became a master technician at Toyota 21 years old- quit Toyota because he wanted his own team. Worked on fleets overnight to keep account with WorldPac.
  • Joining peer groups changed their entire business
  • Won trip to Nashville from WorldPac- met Kim Auernheimer. Kim invited them to a Smart Group meeting in Texas and helped them increase their numbers so they could attend.
  • Chris stayed home with the kids- they had $3,000 per month for both personal and business. When their youngest went to school, Chris became a part of the automotive business.
  • 2018 gross profit $375K and in 2019 just under 1 million- with 3 people total (2 techs and Kris). 2020-now is almost 2 million.
  • Defining roles and 'staying in your lane' with the help of Transformers Institute- who needs to be in the day-to-day operations (Jesse)? Who oversees everything as a whole (Chris)?
  • Looking to expand to multi shops in the next 5 years
  • Implementing change from the conference- working on goals together outside of the shop/house at a restaurant.
  • "We want to change lives"
  • 3 different salary ranges- low, medium and high. Backwards math to find out how many labor hours per day to reach that salary. Attainable goals.
  • How to flourish- accountability, consistency and training. Chris and Jesse took their team and their spouses to dinner to explain their vision and how it will work. The spouses were very touched that Jesse and Chris cared so much for their lives.


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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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