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He Quit!!! with Collin Draker - Diagnosing the Aftermarket A to Z


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Collin Draker discusses his YouTube channel and the issues he has faced in the automotive industry. He also discusses the flat rate pay system, the lack of quality control in certifications, and the need for better training and compensation for technicians. 

  • The rise of Collin Draker's YouTube channel (00:00:12) Collin Draker discusses his YouTube channel and the various automotive-related content he creates.
  • Collin's frustration with the automotive industry (00:01:45) Collin explains why he made a video expressing his dissatisfaction with the industry and the response it received.
  • The issues with the flat rate pay system (00:03:47) Collin discusses the challenges and stress caused by the flat rate pay system in the automotive industry.
  • Issues with flat rate system (00:07:32) Exploration of the negative impact of the flat rate system on technicians and the overall culture in the automotive industry.
  • Lack of career progression in auto repair (00:11:09) Concerns about the lack of a clear career path and proper training for technicians in the auto repair industry.
  • Certifications and Apprenticeships (00:13:18) Discussion on the value and flaws of trade school certifications and apprenticeships in the automotive industry.
  • ASE Certification and its Limitations (00:14:47) Exploration of the voluntary nature of ASE certification and how it may not always be valued or required by shops.
  • Lack of Integrity and Quantity over Quality (00:17:15) Concerns about the lack of integrity in the trade, prioritization of quantity over quality, and the impact on technicians' job security.
  • The issue of paying technicians to attend training (00:21:03) Discussion on whether technicians are being paid to attend training and the importance of incentivizing them.
  • The debate on training occurring during work or personal time (00:23:19) Exploration of whether training should be done during work hours or if it's reasonable to expect technicians to spend personal time on it.
  • The perfect pay structure (00:28:30) Discussion on the ideal pay structure for mechanics, including the preference for a salary with a production bonus.
  • Tool reimbursement program (00:30:23) Exploring the idea of a tool reimbursement program where the shop pays for the mechanic's tools, with considerations for ownership and care.
  • Maximizing expendable income (00:34:27) Considering compensation packages that maximize employees' expendable income, including the potential benefits of a tool allowance.
  • The cost of scan tools and programming (00:35:41) Discussion about the expenses of scan tools and programming in the automotive industry, including the challenges faced by independent shops.
  • The importance of tool allowances (00:38:39) Exploration of the benefits of tool allowances provided by employers and how it can alleviate financial strain on technicians.
  • Compensation for training apprentices (00:42:59) Consideration of the need for additional pay incentives for technicians who are asked to train and mentor apprentices, taking into account the impact on productivity and the shop's investment.
  • The shop's investment (00:43:36) Discussion on whether the shop or the employees should invest in training new technicians.
  • Technician taking a loss (00:44:28) Exploring the idea of the technician sacrificing productivity and taking a loss in order to help the business in the long run.
  • Getting out of the automotive industry (00:47:10) The challenges and difficulties of trying to transition out of the automotive industry into a different field.

 

Thanks to our Partner, NAPA AUTOTECH napaautotech.com

 

Email Matt: [email protected]

Diagnosing the Aftermarket A - Z YouTube Channel HERE

Aftermarket Radio Network

Click to go to the Podcast on Remarkable Results Radio

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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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