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Thank you to our friends at RepairPal for providing you this episode. As shop owners we were part of RepairPal’s Certified network and you can learn more at RepairPal.com/shops.

Show Notes

  • Matt Fanslow planting the idea
  • Procrastination - then knee surgery
  • I thought it would be a novelty piece
  • What is Maslow’s Hierarchy of needs? - From Wikipedia: Maslow’s Hierarchy of Needs is a theory in psychology proposed by American Psychologist Abraham Maslow in his 1943 paper “A Theory of Human Motivation” in the journal Psychological Review.
  • I was watching a video - The author made the point that, “Maslow’s Pyramid remains a hugely useful object to turn to when we are trying to assess the direction of our lives.”
  • Explain the pyramid
  • Read this - The pyramid is also a great visual because it shows that there is an order to things. You have to build a pyramid from the bottom up, and the foundation of the pyramid is the most important part.
  • It is often shown that people live lives that are out of order with the pyramid. Those who focus on accumulating things but never get to the “self-actualization” part of life are living a life out of balance where they will never achieve true happiness.
  • Those who focus on self-actualization without making sure their basic needs are met are living a dangerous life – an upside-down pyramid – where they could be toppled over at any moment.
  • THIS is why Maslow’s Hierarchy of Needs is a perfect comparison to marketing a small business like an auto repair shop.
  • There is an order to things. You want to build on a solid foundation. You shouldn’t just focus on the marketing tactics you are most interested in, but rather what is most important to the business’ survival first, then long-term growth, and then thriving as an empire.
  • Talk about the name “Walker’s Hierarchy”
  • Level 1
  • Maslow’s - physiological needs - air, water, food, shelter, clothing, reproduction
  • Walker’s - Marketing Foundations - Google Business Profile, Website, Social Media
  • Level 2
  • Maslow’s - Safety - personal security, employment, resources, health, property
  • Walker’s - Reputation - Reviews, Content Marketing, SEO, Google Ads
  • Level 3
  • Maslow’s - Love and belonging - friendship, intimacy, family, sense of belonging
  • Walker’s - Networking - Chamber of Commerce, BNI
  • Level 4
  • Maslow’s - Esteem - respect, self esteem, status, recognition, strength, freedom
  • Walker’s - Brand Building - Brand building, advanced digital strategies, community involvement, shop culture
  • Level 5
  • Maslow’s - Self actualization - desire to become the most you can be
  • Walker’s - World Changer - Thought leadership, strategic partners
  • Invite to read the article

 

How To Get In Touch

 

Group - Auto Repair Marketing Mastermind

Website - shopmarketingpros.com 

Facebook - facebook.com/shopmarketingpros 

Get the Book - shopmarketingpros.com/book

Instagram - @shopmarketingpros 

Questions/Ideas - [email protected]

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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