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What We Can Learn From Mrs. Doubtfire [E120] - Diagnosing the Aftermarket A to Z


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Find out how the movie Mrs. Doubtfire relates to the automotive industry. Matt Fanslow explores the motivation behind self-improvement and giving credit when using someone else's knowledge or ideas.

Show Notes

  • Mrs. Doubtfire Movie Analysis (00:01:05) Analysis of the movie "Mrs. Doubtfire" and its characters, discussing the dynamics of the relationships and the impact on the main character's behavior.
  • Motivation and Improvement (00:03:23) Exploration of the motivation to improve, drawing parallels from the movie's characters and their impact on personal growth.
  • Learning from Others (00:09:30) Discussion about learning from colleagues and other professionals in the automotive repair industry, focusing on gaining inspiration and improving skills.
  • Robin Williams and Improvisation (00:13:48) Reflection on the comedic genius of Robin Williams and his unique improvisational skills, leading to a discussion about his impact on the comedy community.
  • Robin Williams' Legacy (00:16:16) Reflection on the impact of Robin Williams' passing and his reputation in the comedy world, addressing the complexities of his suicide and the issue of joke theft in comedy.
  • Giving Credit to Intellectual Property (00:18:47) Importance of referencing and giving credit when using someone else's knowledge or ideas.

 

Thanks to our Partner, NAPA Autotech napaautotech.com

 

Email Matt: [email protected]

Diagnosing the Aftermarket A - Z YouTube Channel HERE

Aftermarket Radio Network: https://aftermarketradionetwork.com/

 

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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