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Should the Service Advisor Start the Multipoint Process?


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Our service advisors start the inspection with a minimum of 4 pictures of the exterior, a picture of the odometer, and a picture of the dash with the car running to identify whether any warning lights are presently on or not. 

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When I was a service writer, we used to have a China marker in our pocket, when first talking with the owner, we would invite the owner to walk around the car with us,pointing out any chips, dings or issues in the body, as we used the marker on the paint. Did two things, allowed us to make sure it was going to leave with the same amount of damage it came in with, gave us a bit of time to discuss the car, look at the tires, check the mileage and lights on the dash and overall condition, before it ever got into the repair shop. Once the car was finsihed being written up, then the camera came out and photos taken. Since each writter was making a commission on total ticket sales, we were tuned in on really looking at the car.   

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I read the post to mean: start the vehicle inspection. But the only mention is tires and wiper blades. And re tires, the tires have to be pretty much turned to see enough of the tires. Unless the advisor gets on his knee to look closer. It seems like saving under 5 minutes.

I DO like taking a pic of the dash for warning lights. So many customers “forget” about their check engine light.

Re: “And do they begin to discuss what services are due?“ I believe THAT should be done when making the appointment. Get the current mileage when making the appointment then look at the recommendations: spark plugs, brake fluid flush, air filter, etc? Handle that THEN to get it into the quote so the tech can start on those additional things right away.

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On 2/15/2023 at 10:40 AM, Joe Marconi said:

Nice! Do they also look at tires, exterior, etc.?  And do they begin to discuss what services are due? 

Joe, The service writer will look at and take pictures of anything odd with the exterior during their walkaround. Their discussion with the customer about any services due occurs after the tech addresses the customers complaint and performs their multi point inspection. The service writer then will prioritize safety and maintenance needed. 

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With the amount of cars that are dropped off every morning (most at the same time, mind you), it would create a serious backlog at the front counter if I implemented that. Plus, with the amount my service advisors have to do now in a day, they’d probably quit if I added another job to their list. And, we have a lot of after hours drop offs to consider. I don’t think there is a right or wrong answer to this question. It all comes down to how your shop processes are set. We’ve talked about this in team meetings and the techs would rather make those checks themselves, anyway. 

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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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