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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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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

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  • Have you checked out Joe's Latest Blog?

         0 comments
      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.
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