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Passing the Torch: A Father-Son Journey of Strengths and Learning [RR 847]


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Recorded Live at the TST Big Event 2023 with Andrew and Knudsen, father and son duo of Coventry Motors in Huntington Station, Long Island. They discuss their background in the car industry, their decision to start their own business, the types of cars they work on, and their succession plan. They also discuss the challenges of running a small business, including labor rates and finding new talent. The conversation provides insights into the rewards and challenges of running a successful auto repair business and the importance of continuous learning and adapting to changes in the industry.

Andrew and Peter Knudsen, Coventry Motors, Huntington Station, NY

Show Notes

  • (00:00:39) The high cost of living and labor rates in Long Island, with diagnostic labor rates starting at $225.
  • (00:02:00) Peter started Coventry Motors after leaving his job at a Jaguar dealership.
  • (00:06:41) Andrew will eventually buy the company's shares
  • (00:07:07) Peter and Andrew discuss Andrew's interest in the car industry from a young age and how he came to work at Coventry Motors.
  • (00:09:21) Hiring and training employees, including using training videos and on-the-job learning.
  • (00:10:16) Peter discusses his management style and how he improved productivity and morale at a Jaguar shop he had managed in the past.
  • (00:14:39) Peter talks about how he is one of the few people in the business who can fix cars and deal with customers, unlike most mechanics who only fix cars.
  • (00:19:57) Getting involved in coaching and how it helped them implement changes in their business.
  • (00:21:06) The importance of regularly reviewing and adjusting the parts matrix to account for inflation and maintain profitability.
  • (00:24:43) Peter and Andrew's biggest influencers in the car industry,
  • (00:26:30) The challenge of hiring young people who are distracted by their phones and lack basic skills.
  • (00:30:06) Peter's approach to failure helped Andrew become a problem solver and independent thinker.
  • (00:31:45) Peter talks about his son Andrew taking over the business and how he is better at selling and dealing with customers.
  • (00:32:35) The challenge of finding successors in the auto repair industry and the importance of having a passion for the work.
  • (00:33:57) Andrew talks about his unique relationship with his father and the importance of not fighting change in a family business.

 

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

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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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