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Planning, Prep, and Execution of Shop Events with Tim Chakarian of Bimmer PhD Motorsports - The Auto Repair Marketing Podcast


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We recently had the pleasure of attending a customer appreciation event put on by Tim Chakarian of Bommer PHD in Pasadena, CA. Tim did such an amazing job with this event that we had to have him on to talk about it. Listen in to get inspired, and take plenty of notes for your own event!

Talking Points

  • What made you want to host this event? This was not your first one.
  • How to plan for an event - compare this event to your previous ones. 
  • Moving shop around
  • Go visit another shop’s event - take ideas away
  • Who to connect with to pull off a great event
  • Partners?
  • Vendors?
  • Chambers?
  • Professionals? (Renting tables/chairs, photographer, DJ, food, etc)
  • Marketing the event
  • Fliers
  • Emails
  • Social posts
  • FB Event
  • Chamber
  • What to do while you are at the event hosting
  • Delegate and let others do their thing
  • When folks arrive - orient them to what is going on
  • Introduction - what do you say?
  • Prizes, Entertainment, Bounce House
  • Announcements - what are you saying?
  • Mingling - close conversations by introducing someone to someone else & thank them for coming
  • Introducing others
  • Cleanup and reorganization
  • Follow-up - what to do after the event?
  • Debriefing, review notes
  • Anything you’d change/do differently?
  • What’s your next event?

 

How To Get In Touch with Cinch CRM

 

Website - https://cinch.io/ 

LinkedIn - https://www.linkedin.com/company/cinchplatform/ 

Facebook - https://www.facebook.com/CinchPlatform/ 

YouTube - https://www.youtube.com/@CinchPlatform 

How To Get In Touch with Shop Marketing Pros

Group - Auto Repair Marketing Mastermind

Website - shopmarketingpros.com 

Facebook - facebook.com/shopmarketingpros 

Thanks to our partner, RepairPal. Visit the Web HERE

Click to go to the Podcast on Remarkable Results Radio

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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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