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Survey Results: The Impact of Pay, Benefits, Work-Life Balance, and Management on Technician Retention - Chris Cotton Weekly Blitz


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In this podcast episode, Coach Chris Cotton discusses the survey he created to understand why technicians are leaving the automotive industry, and sharing insights from the responses received so far. The top reasons include pay, benefits, work-life balance, and poor management. Coach Chris emphasizes the importance of addressing these issues to retain employees. He also highlights the need to attract more technicians to the independent sector and concludes by emphasizing the role of good owners or leaders in employee retention.

  • The age distribution of survey respondents [00:03:34] The speaker discusses the age range of the survey respondents, which includes people from 18 to 56 years old.
  • Reasons for leaving the industry [00:05:58] The speaker explores the comments and opinions of technicians who have left the industry, focusing on the negative impact of dealerships.
  • Alternative industries technicians are entering [00:08:42]. The speaker shares the various industries that technicians are transitioning into, including elevator and escalator maintenance, cybersecurity, construction, farming, and industrial mechanics.
  • The main reasons for leaving the industry [00:11:59] Discusses the top four reasons people leave the industry: pay, benefits, work-life balance, and poor management.
  • The importance of fixing pay and benefits [00:13:10] Emphasizes the need to address pay structure and pricing to improve pay, benefits, and work-life balance.
  • The lack of effort to retain employees [00:16:38] Highlights that most respondents said that no one tried to keep them in the industry when they gave notice, suggesting a lack of effort from owners or leaders.

 

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To listen to more episodes, make sure and go over to iTunes and or Spotify.

 

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

 

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]

#autofixautoshopcoaching #autofixbeautofixing #autoshopprofits #autoshopprofit #autoshopprofitsfirst #autoshopleadership #autoshopmanagement #autorepairshopcoaching #autorepairshopconsulting #autorepairshoptraining #autorepairshop #autorepair #autoops #onlinebooking #serviceadvisor #serviceadvisorefficiency

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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