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Road to NAPA Auto Care Gold Certified: From Technician to Owner of 6 Locations [RR 946]


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Thanks to our Partner, NAPA Auto Care Brad Updegraff's transition from a general service technician to a visionary business owner of 6 NAPA Gold Certified locations is a story of dedication and strategic planning. Discover the milestones and the speed bumps he encountered along the way. Brad Updegraff, Dave's Ultimate Automotive, 6 locations, Austin, TX. Show Notes

  • Learn more about NAPA Auto Care Gold Certified and the benefits of being part of the NAPA family by visiting https://www.napaonline.com/en/auto-care
  • Transition to the automotive field (00:01:55) Brad's transition from managing a pizza delivery company to becoming a general service technician in a small gas station repair shop.
  • Seizing the opportunity (00:05:06) The unexpected opportunity that led Brad to become a partner in 2012 and the risks and steps involved in his journey.
  • Building a successful partnership (00:06:15) The partnership with a former homebuilding executive and the successful merging of their expertise for store growth and development.
  • Learning the business side (00:07:25) Brad's learning curve in understanding the business side, seeking help, and investing in personal and business development.
  • Challenges in growth and expansion (00:10:52) The challenges in advertising, customer base, and geographical analysis that impacted the decision to halt further expansion.
  • Recruitment and training strategies (00:12:29) Brad's recruitment strategies, including internal referrals and partnerships with local vocational schools for technician training.
  • Promoting the industry to youth (00:14:32) The need for industry professionals to promote the technical nature of the automotive industry to young people and engage with vocational schools.
  • Advisory Board Representation (00:17:10) Importance of representation on advisory boards for independent dealers and community colleges.
  • Community Involvement and Giving Back (00:18:13) Support for charitable foundations, including Make-A-Wish and suicide prevention organizations.
  • NAPA Gold Certification (00:21:28) Benefits and significance of achieving NAPA Gold certification for automotive businesses.
  • Engagement in Training (00:23:18) Strategies for encouraging staff to participate in training and the value of owner involvement.
  • Perpetual Learning and Magic Makers (00:27:16) The importance of perpetual learning, the concept of "magic makers," and the impact on the organization.
  • Employee Retention and Team Building (00:29:55) Strategies for retaining employees, team building, and celebrating milestones within the organization.
  • Work-Life Balance and Store Visits (00:32:02) Balancing work and personal life, commitment to family, and the importance of store visits for management.
  • Intuition and Common Sense (00:33:14) The importance of intuition and common sense in business decisions and management.
  • Succession Planning (00:34:12) Discussing internal succession planning and opportunities for employees to grow within the company.
  • Industry Challenges and Opportunities (00:34:53) Cyclical nature of the industry, market correction, and fighting for market share.
  • Market Trends and Customer Conversion (00:36:12) Impact of market trends, potential for customer conversion, and the impact of economic factors.
  • Financing Repair (00:38:00) The increasing use of financing options for vehicle repairs and its impact on the industry.
  • Work-Life Balance and Reflection (00:38:54) The importance of work-life balance and reflecting on career choices and experiences.
  • Overcoming Struggles and Mistakes (00:40:49) The journey to success, overcoming struggles, and learning from mistakes.


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/ -Join Our Private Facebook Community: https://www.facebook.com/groups/1734687266778976 -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?

         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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