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The New Frontier of Measuring Service Advisor Effort and Output [RR 913]


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Stan Stokes and Eric Renninger from Iron Fist Consultants discuss the evolving roles of service advisors in the automotive industry, the impact of COVID-19 on consumer behavior, and the role of technology. Gone are the days of going purely on gut feeling; today, maximizing conversion rates means utilizing every bit of data available. Operationalizing data and effective communication are fundamental aspects of a positive customer journey. Stan Stokes and Eric Renninger, Iron Fist Marketing Consultants. Stan's previous episodes HERE Show Notes

  • The changing landscape of the automotive industry (00:02:08) Discussion on the need to assess and train service advisors based on their fit for the evolving job role in the automotive industry.
  • The impact of COVID-19 on consumer behavior (00:05:14) Exploration of how consumer behavior shifted during the pandemic and the changes in the role of service advisors as a result.
  • Assessing service advisors' fit for the new job role (00:06:38) Discussion on the importance of assessing service advisors' fit for the new job role, specifically in terms of their appearance, communication skills, and ability to handle phone conversations.
  • Utilizing Tools and Impact on KPIs (00:09:23) Discussing the use of tools and key performance indicators (KPIs) to identify the approach to take with customers.
  • Assessing Natural Tendencies and Hard Wiring (00:13:04) Highlighting the value of understanding individual strengths and natural tendencies to improve communication and avoid frustration in the workplace.
  • The importance of creating a positive work environment (00:16:38) Discussion on the significance of providing great environments for employees to foster job satisfaction and prevent turnover.
  • The need for measuring effort and output (00:17:15) Exploration of the challenge of measuring the effort and output of service advisors and the importance of having tools to assess their performance.
  • The cost of wrong hires and the need for alignment (00:21:26) Highlighting the expenses associated with hiring the wrong people and the importance of aligning trainers and service advisors to improve performance and culture.
  • The consumer journey and operationalizing data (00:25:04) Discussion on the value of understanding the consumer journey and the need to operationalize data in the automotive industry.
  • The importance of phone interactions (00:25:32) Highlighting the significance of phone calls and how the way advisors handle them can impact the guest experience and the success of a shop.
  • Assessing and measuring effort and output (00:29:38) Exploration of the process and system that allows shop owners to assess and measure the effort and output of their team members, and how it can be used to improve performance and compensation.
  • The science of the customer journey (00:33:05) Discussion about the customer journey and the importance of customer experience in the automotive industry.
  • Measuring the during and follow-up (00:33:46) The need to measure and track the communication and follow-up with customers during the service process.
  • The importance of trained service advisors (00:40:28) Discussion on the importance of having trained service advisors who can handle customer calls and book appointments effectively.
  • Assessing and training service advisors (00:41:03) The need for a process to assess and train service advisors in order to improve customer interactions and conversion rates.
  • The role of service advisors in business success (00:43:45) The significance of having skilled service advisors to support the business by booking appointments and ensuring customer satisfaction.


Thanks to our Partner, NAPA Auto Care Learn more about NAPA Auto Care and the benefits of being part of the NAPA family by visiting https://www.napaonline.com/en/auto-care Connect with the Podcast: -Follow on Facebook: https://www.facebook.com/RemarkableResultsRadioPodcast/ -Subscribe on YouTube: https://www.youtube.com/carmcapriotto -Follow on LinkedIn: https://www.linkedin.com/in/carmcapriotto/ -Follow on Instagram: https://www.instagram.com/remarkableresultsradiopodcast/ -Follow on Twitter: https://twitter.com/RResultsBiz -Visit the Website: https://remarkableresults.biz/ -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   ARN-Website-Banner-July-2022-1200x400-1.png   Screenshot_340.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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