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I was talking to a shop owner at the Elite Fly with the Eagles course this past week, and said that he feels that his service advisors do too much, and sales are suffering.  Between answering phones, scheduling customers, checking in customers, building estimates, finding the parts, car delivery, on and on, it's a whirlwind of tasks.

I tend to agree. I know is may be hard to do, but how can we get the help the advisor needs, or redefine the position?

 

 

Posted

This wasn't really a problem in our shop because of the low volume of vehicles that came through our shop.  Yes, our service advisors had the same whirlwind of tasks, but with only averaging 25 tickets a week, it was not overwhelming.  Conversely, general repair shops will write 25 or more tickets a day.  I can easily see how all the tasks could be overwhelming.

I would however, still help out the service advisor in a background capacity.  What I mean by that is that I would help doing tasks that didn't involve speaking to the customer.  We had a rule in our shop that "Whoever first talks to the customer, stays with the customer." meaning the customer never ever talks to more than one person unless it was a complaint of some kind.

I would help mainly road testing and diagnosis.  I also, from time to time, I would be helping out writing estimates and ordering parts.  I would occasionally do those tasks to set an example for my service advisor in a "monkey-see, monkey-do" atmosphere.  In closing, I do agree that if a service advisor is overloaded, it will certainly hurt sales.

Posted
19 hours ago, Transmission Repair said:

This wasn't really a problem in our shop because of the low volume of vehicles that came through our shop.  Yes, our service advisors had the same whirlwind of tasks, but with only averaging 25 tickets a week, it was not overwhelming.  Conversely, general repair shops will write 25 or more tickets a day.  I can easily see how all the tasks could be overwhelming.

I would however, still help out the service advisor in a background capacity.  What I mean by that is that I would help doing tasks that didn't involve speaking to the customer.  We had a rule in our shop that "Whoever first talks to the customer, stays with the customer." meaning the customer never ever talks to more than one person unless it was a complaint of some kind.

I would help mainly road testing and diagnosis.  I also, from time to time, I would be helping out writing estimates and ordering parts.  I would occasionally do those tasks to set an example for my service advisor in a "monkey-see, monkey-do" atmosphere.  In closing, I do agree that if a service advisor is overloaded, it will certainly hurt sales.

You bring up a good point, it may depend on the business model. I guess for high volume shops, this may be more of an issue. But, as you point out, any help would be appreciated and also help overall workflow. 

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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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