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Posted

Hi my name is Zenas and I am 26 years old from Alberta, Canada. I started my own automotive repair shop in December 2023. After running it for 1 year I made a little bit of profit. I needed some advice on how I could increase it. Its a 3 bay shop with two 2 post hoists and one 4 post hoist with alignment. I am the only mechanic in the shop as I can't afford to hire anyone at this point. I am charging about $120 per hour for the labor and very minimal mark up on parts. The shop had no customer base when I got it so it took me sometime to build returning customers. If I try to increase the prices on parts the customers run away. Seems like they are calling around the city and going to the cheapest person. My monthly over head cost is about $7000. Whatever I make in a month goes back into next month's rent. Any advices on how to manage this properly from other shop owners?

Posted

What matrix are you pricing your parts at? Our company marks up a minimum of 50-65% on aftermarket parts, 30-40% on special order and dealer parts. (We are located 10 minutes from D.C.). We offer a 2 year/24k mile warranty and remind our customers that we offer that warranty only for parts that we supply, no warranty on customer supplied parts. Our labor rate varies from $149-185 depending on whether it's a standard vehicle or a larger fleet vehicle, but we also keep our labor rate a bit higher as a cushion to cover payroll, parts, rent, etc.  and also so that we can offer our loyal customers a 10%-15% discount depending on their affiliations. We work with multiple different referral and affiliate programs such as AAA Automotive Program, Costco Auto Care Program, and RepairPal for referrals as well. Maybe try targeting a specific consumer in your area, ex. 1/2 off oil change for local teachers to pinpoint your desired customer base. You could also get certified to become a state inspector, or Uber/Lyft if you have them in your area. Hope 2025 is a great year for you!

  • Like 2
Posted

I was a one man shop with 2 bays for about 10 years and just last year hired my 1st tech. I made money from day one but my overhead was extremely small compared to yours. I started out small with no debt and bought tools as I went along. I also didn't have issues with having enough work. My focus has been quality and honesty. Sounds like you need different customers. Whenever I have someone complain about price I usually don't end up working for them. They are the price shoppers and are only loyal to their wallet. Don't let them persuade you to lower your markup, that's a dead end street. You may need to raise your prices which may scare those price shoppers away and attract good customers that don't ask how much is it going to cost but when can you do it. If you could bill 30 hours a week that's $14400 a month. Some weeks I would bill 30 and some I would be able to bill 40 plus, just depended on the jobs. It takes some serious organization when you're by yourself to bill 30 to 40 a week. I usually don't work late either. My production went up when I switched to Shop-Ware for my management system. Wish you luck! 

  • Like 4
Posted

I purchased my shop from my friend and boss in 2000. There were 4 of us. My brother wrote service, 2 techs and myself. In 2005 I joined ATI. Today there are 13 of us and we purchased our own property in 2006. With the cost of overhead and the high rate of inflation you must find a way to charge more for your service. We do not quote jobs broken down. We quote the finished job. Do not make it easy for people to shop around. We charge $48.75 per 1/4 hour. Seems a lot less than $195 per hour. We use a parts matrix. This allows you to charge more for low price parts. a 20 cent fuse should sell for $2. A 10 X mark up. Obviously you can not charge this for a $100 part. Your average margin at the end of he day needs to be above 50% and shoot for 65%. How are you calculating your margin? Part cost X 1.5 is not a 50% margin.  Part cost divided by decimal percent  yields the correct margin. $12.50 cost divided by .50 % margin is $25 . You cannot survive on the suggested margin of the parts store or dealer. Remember your competition is manipulating the hours charged for jobs even though they may have a lower rate. Also if you cater to cheep customers that is all you will ever have. Never sell on being cheep. Always sell on the high quality parts and skills you provide. You must take off your mechanic hat and put on your businessman hat. If you do not learn how to charge appropriately you will never grow and likely not survive. 

  • Like 3
Posted

A few things:

1) You May know how to fix cars but you will have some learning when it comes to sales and business.  That’s ok, but recognize that and grow your skills in those areas.

2) You need to be cool with sending price shoppers to other shops.  That’s the symptom of a trouble customer.

 

3) It might help to have a few word tracks.  When questioned about parts prices I’d say “you can buy a steak at Walmart for $10 or a steak at a steakhouse for $40.  This is the steakhouse.”  Most people understand that and you’ll be surprised at how many people will chuckle and give you the work.

 

4) Inspect every car and do not break down the prices for each repair when talking to the customer.  Simply tell them the work that needs to be done and then say “looks like it’s gonna run about $3200 for everything, I can start on it today should I get the parts coming?”

if they can do it, cut the job down to the safety items for them and repeat the process with the smaller job.  It’s nuts, but it works.  I learned that from a guy on here 10 years ago.

That’s the fastest way to fix your profit problem along with a strong parts matrix like mentioned above.

 

  • Like 1
  • 2 weeks later...
  • 1 year later...
Posted

Zenas, you're in survival mode right now, I get it. I've been there. A few things that come to mind:

You don't have a pricing problem, you have a positioning problem.

If customers are shopping you on price, you're attracting the wrong customers. Price shoppers don't build a business, they just keep you busy and broke.

$120/hr labor with minimal parts markup means you're competing with the guy down the street who's also desperate. Raise your labor rate to $140-150 and mark parts up 40%. You'll lose the tire kickers. Good...they weren't profitable anyway.

Your real constraint is time, not money.

You're one guy with three bays. Every minute you spend answering phones, ordering parts, or writing invoices is a minute you're not billing $120/hr. That's the leak.

The phone is probably killing you and you don't realize it.

When you're under a car at 9am and the phone rings, what happens? Miss it? You just lost a $400 job. Answer it? You just stopped billing.

Track your missed calls for one week during your busiest hours. Multiply that number by $400. That's what you're leaving on the table every month.

Most solo shops lose $2-3K/month+ just from calls they can't answer during peak times. At $7K overhead, you can't afford to keep bleeding calls.

What I'd do if I were you:

Track how many calls you're missing. That number will tell you if you need better systems or just better pricing.

The goal isn't to work harder. It's to capture the revenue that's already trying to reach you.

  • Like 1
Posted

Hey guys thank you for all the valuable knowledge and help! Its been 1 year since I made that post and here is the update. 

I kept the labor rate the same and marked up the parts by 50%. In the beginning I lost a lot of cheap customers but eventually the good customers started to come who dont question the price of every single part. The business started to make some good profits and overall im happy now. During the busy season I have been booking 1 week out so I think now its time to hire someone. Im planning on hiring an entry level tech that can do oil changes, tires etc while I focus on bigger jobs. 

  • 2 weeks later...
Posted

Hire an AI Advisor to answer calls, book appointments and handle work orders and invoicing so you can stay under the hood. Never miss another call, thats lost revenue you can't afford. Spend a couple of hundred a month to make an extra $10000. I can help you, just ask!

  • 3 months later...
Posted

Zenoo:

Good to hear that you raised your parts margins and business is good.

If you have not done so yet, you should attend some manager and service advisor classes either live or online to get more information to grow your business. Maybe even join a 20's group. Sign up for some to the newsletters and magazine, many of which are at no cost. 

Seek out a mentor, as well. 

Keep up the good work.

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  • Have you checked out Joe's Latest Blog?

         0 comments
      The Technician Shortage Is Our Fault, And It's Time We Own It
      Nearly every day, I hear shop owners complain: "There's a technician shortage. We can't find qualified people. There's no one out there." If that's true, then who's to blame?
      The industry? The schools? The government? I don't know how you feel, but who promised us an endless supply of qualified technicians?
      Another common complaint is that young people do not want to work in the trades. Well, if that were true, then why are other trades such as HVAC, electrical, and plumbing growing? What are they doing that the automotive industry is not? 
      Here's the reality we need to face: We do have a problem, but we shouldn't look for someone or any entity to rescue us. Not the government. Not the trade schools. Not the recruiting companies. No one owes us a workforce. If we want great people in our industry, it's up to us. At some point, we need to own up to the truth: Building a pipeline of qualified technicians is our responsibility.
      In this blog article, I will break down the key reasons we are in this situation today and what we, as an industry, can do to solve the technician shortage. Are you ready to look in the mirror?
      Have We Pushed Technicians Away?
      Let's take a look at flat-rate pay. True flat rate, which pays a technician only for the hours they produce, is a controversial pay plan that emphasizes high production levels and creates a competitive work environment that, if not properly controlled, can lead to increased mistakes and a decline in morale and team spirit. Additionally, the stress and physical demands placed on technicians as they age are not favorable to long-term employee retention. What do we do with technicians as they grow older into their fifties and begin to slow down? 
      I have heard all the arguments and pros and cons of flat-rate pay, and I am not going to judge any pay plan. Let the facts speak for themselves. True flat rate has changed in most areas around the country and has evolved into a pay plan that gives technicians some pay guarantee.
      Many shop owners have learned that team morale, along with the opportunity to earn income, is important to technicians and to the company's long-term success. But let me ask you: how many technicians have left or been pushed out over the years because of the old flat-rate pay system?
      Another issue is the workplace environment. I remember being grateful to be hired as a young technician at a local repair shop. While very thankful, the work environment was not ideal. The shop owner kept the bay doors open year-round (I am from New York) unless it rained or snowed. He felt that if the bay doors were closed, customers might think we were closed for business. We had no heat and no hot water. Many of the jobs were done outside, year-round,  in all types of weather. The starting pay was minimum wage, with no benefits, sick days, or vacation pay. 
      Now, again, I need to point out that I was truly grateful for the opportunity this shop owner gave me. I learned a lot working there, and the experience was pivotal in my career. But looking back, I wonder how many people were discouraged by these working conditions?
      While the physical demands of the repair workplace are daunting, perhaps even more critical is the culture. Too many of my generation shop owners preached the mindset of "my way or the highway." We were the business owners, after all. We started our companies, took all the risks, and provided jobs. Why shouldn't we be the ones to set the ground rules our way?   
      Many of us found over the years that the "my way or the highway" mentality was a sure way to isolate employees and make them more likely to look over the fence for greener grass. In other words, it led many technicians to seek employment elsewhere, where they felt they could be appreciated and recognized for their hard work. The issue, however, was that there wasn't much green grass around. Disappointment after disappointment, bouncing from repair to repair shop, eventually led to despair. So, I ask you: were workplace conditions a contributing factor in today's technician shortage?
      Another factor that we are all well aware of is the complexity of the modern automobile. When I started, the work was mostly physical, and you were required to master essentially three vehicle models: General Motors, Ford, and Chrysler. Let's fast-forward to today. The evolution of automotive technology, along with the extensive training and tools required, has outpaced the typical technician's pay compensation, with no clear career path. Again, leading to frustration and insecurity about the future.
      Here is the bottom line: people don't leave their job; they leave their experience. We must do a better job. 
      The News Isn't all Bad; Your Next Steps to Fix the Technician Shortage
      To fix the technician shortage, it will take a combined effort from everyone in the automotive industry, particularly automotive shop owners. Shop owners are in the perfect position to make the greatest impact, not only on their businesses but also on the future automotive workforce.
      First, shop owners must become better leaders and understand that their ultimate success is directly dependent on the people they assemble around them. Any shop owner who mistakenly believes they can build an empire solely on their abilities is destined for serious disappointment. Business owners who think like this will eventually plateau. Without the collective contributions from a team of qualified people, your business will stall; it will not continue to grow.
      Create a workplace that attracts top talent: a clean, professional, well-equipped facility designed to support productivity, teamwork, and a career, not just a job. Build a great reputation in your community by getting involved locally. Become the auto repair shop that people take notice of as "the" place to work.
      Next, shop owners must become more financially knowledgeable. Knowing your numbers and what you need to achieve for a strong bottom-line profit is essential to paying technicians the money they need and deserve. Profit will also allow you to compete with other trade industries by providing a benefits package that has real take-home value and security.
      When it comes to culture, this is where the rubber hits the road. People crave recognition, praise, and a sense of purpose. Despite what you hear, people are not just money-motivated. Once people feel secure in their financial situation, retaining and motivating technicians can only be achieved by connecting with them on an emotional level. You cannot show enough appreciation. Give out praise for a job well done as if your business depended on it, because it does.
      As technicians age, we need to have a place for them. Expecting a 58-year-old to perform like a 35-year-old is unrealistic. We need to be more focused on career pathing. Provide training, skill development, and coaching to develop leaders and mentors within our older workforce. While their bodies may have slowed, the knowledge they have gained is priceless. 
      Our future is dependent on young people entering our industry. We need to give more young people opportunities. Every shop owner across the country should consider hiring an apprentice, then build an apprentice training plan and career path for them. If every shop did this, we could solve the technician shortage within five years. Get involved with the trade schools and high schools in your area. Look into the NAPA Apprenticeship Program. Don't sit on your hands with this one. Do it today.
      Lastly, don't get left behind. Commit to ongoing training for all your employees. Keep up to date with tools and equipment tailored to your business model. Don't try to be all things to all people and all vehicles. Identify your core profile customer and the vehicles they drive, and become an expert on those vehicles and the services you offer.
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