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The Technician Shortage Is Our Fault, And It's Time We Own It

By Joe Marconi in Joe's Blog
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The Technician Shortage Is Our Fault, And It's Time We Own It
Nearly every day, I hear shop owners complain: "There's a technician shortage. We can't find qualified people. There's no one out there." If that's true, then who's to blame?
The industry? The schools? The government? I don't know how you feel, but who promised us an endless supply of qualified technicians?
Another common complaint is that young people do not want to work in the trades. Well, if that were true, then why are other trades such as HVAC, electrical, and plumbing growing? What are they doing that the automotive industry is not?
Here's the reality we need to face: We do have a problem, but we shouldn't look for someone or any entity to rescue us. Not the government. Not the trade schools. Not the recruiting companies. No one owes us a workforce. If we want great people in our industry, it's up to us. At some point, we need to own up to the truth: Building a pipeline of qualified technicians is our responsibility.
In this blog article, I will break down the key reasons we are in this situation today and what we, as an industry, can do to solve the technician shortage. Are you ready to look in the mirror?
Have We Pushed Technicians Away?
Let's take a look at flat-rate pay. True flat rate, which pays a technician only for the hours they produce, is a controversial pay plan that emphasizes high production levels and creates a competitive work environment that, if not properly controlled, can lead to increased mistakes and a decline in morale and team spirit. Additionally, the stress and physical demands placed on technicians as they age are not favorable to long-term employee retention. What do we do with technicians as they grow older into their fifties and begin to slow down?
I have heard all the arguments and pros and cons of flat-rate pay, and I am not going to judge any pay plan. Let the facts speak for themselves. True flat rate has changed in most areas around the country and has evolved into a pay plan that gives technicians some pay guarantee.
Many shop owners have learned that team morale, along with the opportunity to earn income, is important to technicians and to the company's long-term success. But let me ask you: how many technicians have left or been pushed out over the years because of the old flat-rate pay system?
Another issue is the workplace environment. I remember being grateful to be hired as a young technician at a local repair shop. While very thankful, the work environment was not ideal. The shop owner kept the bay doors open year-round (I am from New York) unless it rained or snowed. He felt that if the bay doors were closed, customers might think we were closed for business. We had no heat and no hot water. Many of the jobs were done outside, year-round, in all types of weather. The starting pay was minimum wage, with no benefits, sick days, or vacation pay.
Now, again, I need to point out that I was truly grateful for the opportunity this shop owner gave me. I learned a lot working there, and the experience was pivotal in my career. But looking back, I wonder how many people were discouraged by these working conditions?
While the physical demands of the repair workplace are daunting, perhaps even more critical is the culture. Too many of my generation shop owners preached the mindset of "my way or the highway." We were the business owners, after all. We started our companies, took all the risks, and provided jobs. Why shouldn't we be the ones to set the ground rules our way?
Many of us found over the years that the "my way or the highway" mentality was a sure way to isolate employees and make them more likely to look over the fence for greener grass. In other words, it led many technicians to seek employment elsewhere, where they felt they could be appreciated and recognized for their hard work. The issue, however, was that there wasn't much green grass around. Disappointment after disappointment, bouncing from repair to repair shop, eventually led to despair. So, I ask you: were workplace conditions a contributing factor in today's technician shortage?
Another factor that we are all well aware of is the complexity of the modern automobile. When I started, the work was mostly physical, and you were required to master essentially three vehicle models: General Motors, Ford, and Chrysler. Let's fast-forward to today. The evolution of automotive technology, along with the extensive training and tools required, has outpaced the typical technician's pay compensation, with no clear career path. Again, leading to frustration and insecurity about the future.
Here is the bottom line: people don't leave their job; they leave their experience. We must do a better job.
The News Isn't all Bad; Your Next Steps to Fix the Technician Shortage
To fix the technician shortage, it will take a combined effort from everyone in the automotive industry, particularly automotive shop owners. Shop owners are in the perfect position to make the greatest impact, not only on their businesses but also on the future automotive workforce.
First, shop owners must become better leaders and understand that their ultimate success is directly dependent on the people they assemble around them. Any shop owner who mistakenly believes they can build an empire solely on their abilities is destined for serious disappointment. Business owners who think like this will eventually plateau. Without the collective contributions from a team of qualified people, your business will stall; it will not continue to grow.
Create a workplace that attracts top talent: a clean, professional, well-equipped facility designed to support productivity, teamwork, and a career, not just a job. Build a great reputation in your community by getting involved locally. Become the auto repair shop that people take notice of as "the" place to work.
Next, shop owners must become more financially knowledgeable. Knowing your numbers and what you need to achieve for a strong bottom-line profit is essential to paying technicians the money they need and deserve. Profit will also allow you to compete with other trade industries by providing a benefits package that has real take-home value and security.
When it comes to culture, this is where the rubber hits the road. People crave recognition, praise, and a sense of purpose. Despite what you hear, people are not just money-motivated. Once people feel secure in their financial situation, retaining and motivating technicians can only be achieved by connecting with them on an emotional level. You cannot show enough appreciation. Give out praise for a job well done as if your business depended on it, because it does.
As technicians age, we need to have a place for them. Expecting a 58-year-old to perform like a 35-year-old is unrealistic. We need to be more focused on career pathing. Provide training, skill development, and coaching to develop leaders and mentors within our older workforce. While their bodies may have slowed, the knowledge they have gained is priceless.
Our future is dependent on young people entering our industry. We need to give more young people opportunities. Every shop owner across the country should consider hiring an apprentice, then build an apprentice training plan and career path for them. If every shop did this, we could solve the technician shortage within five years. Get involved with the trade schools and high schools in your area. Look into the NAPA Apprenticeship Program. Don't sit on your hands with this one. Do it today.
Lastly, don't get left behind. Commit to ongoing training for all your employees. Keep up to date with tools and equipment tailored to your business model. Don't try to be all things to all people and all vehicles. Identify your core profile customer and the vehicles they drive, and become an expert on those vehicles and the services you offer.

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Inventory & Parts Management: Control the Chaos, Protect the Profit [E221] - Chris Cotton Weekly Blitz
By carmcapriotto

To listen to more episodes, make sure and go over to iTunes and or Spotify.
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Visit ShopMarketingPros.com/chris to partner with a team that
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Check out their podcast here: https://autorepairmarketing.captivate.fm/
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In episode eight of the "Back to Basics" series, Coach Chris Cotton delves into the critical topic of inventory and parts management, revealing how a disciplined approach can significantly boost profits and minimize chaos for auto repair shop owners. Throughout the episode, Coach Chris breaks down practical systems and strategies, including implementing just-in-time delivery to reduce excess stock, establishing efficient parts receiving procedures, and organizing inventory with clearly labeled bins for easy access and tracking.

He also covers essential practices for managing cores and returns, ensuring that valuable credits are not lost and that inventory remains accurate. Coach Chris emphasizes the importance of tracking inventory turns as a key performance indicator (KPI), helping shop owners identify slow-moving items and optimize purchasing decisions. Listeners gain insights into preventing theft and shrinkage through robust controls, as well as improving cash flow by avoiding overstocking and tying up capital in unnecessary parts.

With a focus on streamlining operations, Coach Chris outlines step-by-step processes that can be implemented immediately, from setting up inventory counts to training staff on best practices. Sponsored by Shop Marketing Pros, this episode is packed with actionable advice and real-world examples, empowering shop owners to take control of their inventory, reduce waste, and ultimately maximize profitability. Whether you’re looking to tighten up your current systems or build a solid foundation from scratch, this episode provides the tools and knowledge needed to transform your shop’s inventory management.

Introduction and Sponsor Message (00:00:06)
Coach Chris Cotton introduces the podcast, outlines the episode’s focus, and highlights the sponsor, Shop Marketing Pros.
Why Inventory Management Matters (00:01:01)
Explains the importance of inventory control, common shop problems, and how poor management impacts profits and operations.
Risks of Poor Parts Control (00:02:04)
Discusses theft, reconciliation, and the consequences of sloppy inventory practices, including lost time and overstock.
Just-in-Time Delivery and Lean Inventory (00:04:18)
Covers the benefits of just-in-time parts delivery, vendor relationships, and only stocking high-turnover items.
Parts Receiving System (00:05:13)
Describes the need for a structured process for receiving, checking, and tagging parts, and assigning responsibility.
Labeled Parts Bins and Organization (00:06:22)
Details the use of labeled bins for technicians, labeling procedures, and the importance of a consistent system.
Consumables Management (00:07:27)
Advises on weekly checks and stocking consumables based on inventory turns, not guesswor.
Core Management System (00:07:55)
Explains handling, labeling, and returning cores promptly to avoid lost profits and negative margin impact.
New Parts Returns Process (00:09:40)
Outlines steps for logging, tagging, and returning unused or incorrect parts, and tracking credits.
Tracking Inventory Turns as a KPI (00:10:41)
Introduces inventory turns as a key performance indicator, provides the formula, and explains optimal ranges.
Conclusion and Call to Action (00:11:58)
Summarizes the benefits of disciplined inventory management, offers help, and previews the next episode.
Final Sponsor Message and SignOff (00:12:52)
Reiterates the sponsor’s value, encourages listeners to take action, and closes the episode.

Connect with Chris:
AutoFix-Auto Shop Coaching
www.autoshopcoaching.com
www.aftermarketradionetwork.com
940-400-1008
Facebook: https://www.facebook.com/AutoFixAutoShopCoaching
YouTube: https://bit.ly/3ClX0ae
Email Chris: [email protected]
The Weekly Blitz is brought to you by our friends over at Shop Marketing Pros. If you want to take your shop to the next level, you need great marketing. Shop Marketing Pros does top-tier marketing for top-tier shops.
Click here to learn more about Top Tier Marketing by Shop Marketing Pros and schedule a demo: https://shopmarketingpros.com/chris/
Check out their podcast here: https://autorepairmarketing.captivate.fm/
If you would like to join their private facebook group go here: https://www.facebook.com/groups/autorepairmarketingmastermind
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