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Low Productivity! Is the Tech or Your Systems?

Joe Marconi
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pfseeley442 Explorer

pfseeley442

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My thoughts on this is low productivity is a result of time loss: two killers in my shop: late waiters and time between jobs. So it comes down to management, and communication. If you have a tech that does the job in timely fashion but takes 30 minutes between jobs or a 25 minute road test for an alignment this brings productivity down. So this is on management. The tech will take thier time if allowed and they are paid hourly. Set expectations from the start and stay on top of it or you have to make changes. 

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pfseeley442 Explorer

pfseeley442

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I would say yes, but my issue was I kept a tech to long because I liked him, he was a nice personable guy, just took advantage.  I had several talks with him but he continued his non productive ways. Issues that arise from that are: the other guys in the shop think that they can do the same because he got away with it and they did not see me doing anything about it. So you could say this is a culture issue from poor management. 

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  • Have you checked out Joe's Latest Blog?

    • Joe Marconi
      The Toolbox is Last to Leave, First is the Heart
      By Joe Marconi in Joe's Blog
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      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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