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Job of a Trainer Isn’t a Job, It’s a Lifestyle [RR 833]


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Recorded Live at Vision 2023, we are with 3 trainers that describe training as a lifestyle, not a job. Today's technicians must have an engineering mindset in order to repair vehicles and that requires a continuous commitment to learning, improving, and teaching for both the trainers and attendees.

Ryne Thomason, NAPA Trainer

Bill Weaver, NAPA Trainer. Listen to Bill's previous episodes HERE

Curt Eigenberger. NAPA Trainer

Show Notes

  • "Job of a trainer isn't a job, it's a lifestyle."
  • Knowledge is sort of a burden, once you've accumulated it, it's your burden to distribute that back out to the field.
  • Daytime training generally works better given the time in the environment as far as you can do things more hands-on than in the evenings 
  • Invest in training, keep a training resume.
  • Teaching or taking, it doesn't matter. You're always learning something new if you have an open mind.
  • If you come back after training and you show me you've improved your skills and your profitability, then everybody wins. If you can teach somebody else a skill that you have, you have mastered that skill 
  • Connect and interact when you're teaching in class
  • Make a commitment right now for the rest of this year, you're gonna put your guys out in training and give them opportunities. Measure it after an entire year
  • If you're spending time, money, and the investment to grow your technician, but then not allowing the technician to grow, that's a management problem.
  • Your technician has to be an expert in fluid dynamics, thermodynamics and an IT expert to diagnose and repair a modern vehicle.
  • To be an automotive technician now, you need an engineering mind. And you have to develop your own way of understanding critical thinking because you have to blend the real world of mechanical, with the engineering world of electronics that's in there. 


Thanks to our Partner, NAPA AUTO CARE Learn more about NAPA AUTO CARE and the benefits of being part of the NAPA family by visiting www.NAPAAutoCare.com Connect with the Podcast: -Join our Insider List: https://remarkableresults.biz/insider -All books mentioned on our podcasts: https://remarkableresults.biz/books -Our Classroom page for personal or team learning: https://remarkableresults.biz/classroom -Buy Me a Coffee: https://www.buymeacoffee.com/carm -The Aftermarket Radio Network: https://aftermarketradionetwork.com -Special episode collections: https://remarkableresults.biz/collections

 
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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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