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Family Business: The Dads [THA 349]


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Shop owners and fathers Charlie Marcotte and Paul Campanella discuss the topic of passing down a family business to the next generation. They emphasize the importance of aligning roles and skill sets, providing training and guidance, and setting realistic expectations for children joining the family business. They also explore the value of mentorship, learning from outside sources, and the challenges and rewards of running a family business. Whether you're considering integrating your family into your business or looking for ways to make adjustments, this episode is a must-listen! Charlie Marcotte, American Pride Automotive, 5 locations, Virginia. Charlie’s other episodes HERE Paul Campanella, Paul Campanella's Auto and Tire Center, 5 locations, Delaware and Pennsylvania. Show Notes:

 

  • S.O.B: Son of Boss Episode: https://remarkableresults.biz/remarkable-results-radio-podcast/a344/
  • The importance of bringing children into the family business (00:00:01) Discussion on the process of bringing children into the family business and the importance of earning their position.
  • Setting children up for success in the family business (00:01:00) Exploration of how to mold a child's career path, provide appropriate training, and avoid nepotism in the family business.
  • The role of passion and high expectations in the transition process (00:06:29) Insights on allowing children to follow their passions, setting high expectations, and the impact of high standards on their passion and performance.
  • Earning trust and positions in the organization (00:09:04) Paul talks about how his son earned trust throughout the organization and how he wasn't just a "silver spoon boy" but earned every position he got.
  • Short term and long term goals for the next generation (00:18:33) Discussion on the short term goal of working together to understand the importance of relationships and the long term goal of applying learned tools to take the business to the next level.
  • The importance of protecting the family in the long term (00:21:38) Advice on the need to protect the family in the long term and the potential challenges and risks involved in bringing a child into the business.
  • Balancing family time and work time (00:23:29) Advice on setting boundaries and not bringing work stresses home, as well as the importance of enjoying family time and not letting work monopolize it.
  • The importance of outside mentorship (00:25:18) Discussion on how mentoring children in the family business can make the owner a better leader.
  • The value of recognition and praise (00:26:11) The need to recognize and praise children in the family business for their hard work.
  • The power of learning from others (00:27:50) The benefits of letting children learn from mentors and peers outside of the family business.
  • Building personal connections with employees (00:34:33) Importance of getting to know employees on a personal level, asking about their weekends, families, and showing genuine care and concern.
  • The importance of integrating family into business (00:35:55) Discussion on the value of family integration in business, learning from past experiences, and how it can shape the future success of the business.

Thanks to our Partners Shop-Ware and Delphi Technologies Shop-Ware: More Time. More Profit. Shop-Ware Shop Management https://getshopware.com/ Delphi Technologies: Keeping current on the latest vehicle systems and how to repair them is a must for today’s technicians. http://DelphiAftermarket.com Connect with the Podcast -Join our Insider List: https://remarkableresults.biz/insider -All books mentioned on our podcasts: https://remarkableresults.biz/books -Our Classroom page for personal or team learning: https://remarkableresults.biz/classroom -Buy Me a Coffee: https://www.buymeacoffee.com/carm -The Aftermarket Radio Network: https://aftermarketradionetwork.com -Special episode collections: https://remarkableresults.biz/collections Delphi-Call-to-action.png       ARN-Website-Banner-July-2022-1200x400-1. Screenshot_340-1.png

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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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