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Closed All 10 Locations for Company Summit [AW 153]


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Matt Lachowitzer shares his strategy for keeping his team engaged and communicative, including shutting down his business for three days to hold a company meeting. The meeting focused on differentiation, engagement, and culture and included a keynote speaker and team-building activities. The episode highlights Matt's commitment to creating a fun, engaging workplace culture that fosters collaboration and growth.

Matt Lachowitzer, Matt’s Automotive Service Center, Fargo-Moorhead, North Dakota and Minnesota. Listen to Matt’s previous episodes HERE

Show Notes:  
  • Watch Full Video: HERE
  • Purpose of the company meeting [00:03:28]
  • Differentiation [00:03:49] Matt Lachowitzer talks about the importance of differentiation and how they brought in a speaker to help their team think about how they can differentiate themselves from other businesses.
  • Communication tools [00:05:23]
  • Shutting down the business for a company meeting [00:07:23]
  • Training Breakout Sessions [00:09:29] Matt talks about the different breakout sessions they had during the training event, including technician training classes and service advisor and manager training.
  • Feedback and Extracurricular Activities [00:13:36]
  • Customer Lifecycle and Experience [00:17:36]
  • FORD [00:18:41] Matt explains the FORD acronym, which stands for Family, Occupation, Recreation, and Dreams, and how his company uses it to build relationships with customers.
  • Company Culture [00:20:39] Matt emphasizes the importance of company culture and how it has led him to start his own coaching company, Hammer Consulting.
  • Rockstar of the Month [00:20:48] Matt talks about his company's Rockstar of the Month award, given to team members who embody the company's culture and attitude.
  • Importance of Establishing Culture [00:23:53] Carm and Matt discuss the importance of establishing a company culture and how it can be done through small efforts like showing employees that you care.


Thanks to our Partner, Dorman Products. Dorman gives people greater freedom to fix vehicles by constantly developing new repair solutions that put owners and technicians first. Take the Dorman Virtual Tour at www.DormanProducts.com/Tour

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?

         0 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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