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Unlocking Technician Earning Potential [RR 842]


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Recorded Live at the TST Big Event 2023, Justin Kidd and David Macholz discuss the challenges faced in terms of technician retention, the importance of certification, and the need to change the industry's perception and promote it as a high-tech profession. They also emphasize the importance of training and education in the automotive industry and introduce IndustryAttends.com, a website created to serve as a centralized hub for industry events and training opportunities. Justin Kidd, iScan Technical Support Manager. IndustryAttends.Com

David Macholz, Trainer, Technical Training Program, WORLDPAC, Inc, Academic Chair, Suffolk County Community College. Dave’s previous episodes HERE.

Show Notes

  • (00:02:30 - 00:03:37) The challenges faced by the automotive industry in terms of technician retention and the importance of certification.
  • (00:04:19 - 00:06:17) Dave talks about his research on the relationship between automotive certifications and earnings potential, and the need to change the perception of the industry and promote it as a high-tech profession.
  • (00:07:46) Discussion on the recent announcement of funding for EV charging infrastructure by the Department of Energy.
  • (00:10:02) Importance of embracing new technology, formal education, training programs, and certification pathways to keep up with the increasing complexity of cars.
  • (00:11:09) Slow rollout of EV programs in schools due to difficulty obtaining EVs and safety concerns. The need to replace the existing curriculum with new courses.
  • (00:17:21) Industry Attends (IndustryAttends.Com), a website that provides a single non-biased place for the automotive industry to find training and education events and how it can help technicians and shop owners plan ahead and budget for the year.
  • (00:21:32) How to get involved in a college advisory board and how community colleges need guidance and support from the industry.
  • (00:22:31) Industry Attends, a free platform to post training events, and how to promote them through social media and email lists.
  • (00:26:43) The history of ASE certification


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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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