Quantcast
Jump to content


You’re Fired!


Recommended Posts

  • 3 weeks later...
  • 2 weeks later...
  • 10 months later...

On the T.V. show "The Apprentice", Donald Trump bluntly and with little emotion blurts out a simple phrase; "You're fired". But believe me, there is nothing simple or unemotional about firing someone. Although I've done it many times before, having to let someone go is a distressing event. I accept it as a part of doing business, but even when a person fully deserves to be fired, the process still stinks.

 

Last year I hired a tech in preparation for our expansion project. With the addition of 4 new bays, I knew that increasing staff and getting the right people would be challenging. When I hire people I look for more than skill level. Obviously, the person must be technically competent, but there are other qualities that are equally important. For me, having that perfect "fit" is essential for the morale of the shop. During the interview process I try to get a feel for the applicant and am more interested in making sure that the new-hire will have the personality and character that will work well with our team. All shops have a particular culture. From my experience, the better your people work together, the more productive your shop will be.

 

I thought I found such a person. This newly hired tech had a great sense of humor, seemed eager to learn, came in early every day, was always willing to help other techs, and worked hard. He graduated from a well-know automotive trade school and had a number of years experience under his belt working at a dealership. He had all the makings of a team player and potential leader. All was good for about 6 months. Then things began to fall apart.

 

A few months ago a pattern began to develop. The quality of his work was not up to our standards and he started to get a few comebacks. A lot of them were silly mistakes; he forgot to rotate the tires, or neglected to install a set of wipers, which had been clearly written on his work order.

 

It wasn't just the comebacks that bothered me; it was the lack of focus and indifference I began to see. He didn't seem to care as much as he did, just a few short months earlier. The other techs began to see it too and shop morale began to suffer. I have to tell you, I never give up on anyone. That's not my style. It takes a lot of time, effort, and money to train a tech, and having to fire someone would negate all of that. Plus, the way I feel is that, whatever happens in my shop and what my people do, is my responsibility and is a direct reflection on my ability as the leader of the company.

 

We had many one-on-one meetings and I gave him additional training to get him back on track. But, nothing seemed to work. Still, I did not give up. I moved him next to my lead tech, as a sign that I believed in him. I thought working next to our top tech would be beneficial to his self-esteem and boost his image, but that didn't work either. When I caught him a few times on his cell phone while working, I knew the end was near.

 

What happened next would be the decisive moment. I caught him in a lie. Then, I caught him in a series of lies. There's a saying that someone once told me, "Man does not have the memory to be a perfect liar, you will eventually get caught".

 

Dishonesty was something that I could not tolerate and he had to go. After I fired him, I began the mental process of examining the entire situation. Did I do all I can to work with this individual? Was there something that I did that turned this employee from a potential star into a dud? Did I miss something in the interview process that may have indicated a problem? I was disappointed in him and in myself.

 

As shop owners we need to remember that we cannot judge our employees by who we are. We need to remember that sometimes no matter how hard we try; we cannot get out of someone that's not in them to begin with. We also need to realize that sometimes there aren't any clear reasons why some people act the way they do.

 

Firing someone is never easy, but if an individual's actions put your business in jeopardy, you must act and let that person go. It's not about the person you're terminating; it's more about the rest of the team. The greater good of your company must be your determining factor.

 

I never did fully understand what happened with this tech, but I do feel better now that he's gone. Shop morale is better and I'm over the emotional roller coaster this individual caused me. Actually, it got a whole lot better when I found a new technician two weeks later, shook his hand and happily told him…"You're Hired!"

 

That's the thing about employees.... "A new broom sweeps well" It's when that broom gets a few miles on it that you find out what you really have.

 

Over my years I think I've had every type of wrench head work for me. Most all end up with the same problem,... production, come-backs, and hours at the shop. One or all of them become an issue. I usually can tell when it's about to happen. The first thing I notice is they stop coming in early, or the bathroom breaks get closer and closer together. Stuff like that.

 

The thing that I feel is neccessary for a shop owner to keep in mind.... "Know when it's time to get a new broom" and "don't hang on to a useless broom"

Just my thoughts on the subject.

Link to comment
Share on other sites

Create an account or sign in to comment

You need to be a member in order to leave a comment

Create an account

Sign up for a new account in our community. It's easy!

Register a new account

Sign in

Already have an account? Sign in here.

Sign In Now
  • Available Subscriptions

  • 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.
  • Similar Topics

    • By carmcapriotto
      This week, Jamie Hasty from Southeastern Employer Services Corporation (SESCO) joins Hunt to discuss HR and employment law topics for auto repair shop owners. Jamie provides expert advice on managing overtime, understanding exemptions, and maintaining compliance with labor laws. This conversation is essential for any auto repair business looking to safeguard against legal pitfalls and ensure proper payroll management. It includes:
      Important discussions on managing overtime and understanding exemptions. Practical advice on maintaining compliance with labor laws. Tips for auto repair shop owners to avoid legal issues and manage payroll effectively. https://sescomgt.com/  
      Thanks to our partners, NAPA TRACS and Promotive
       
      Did you know that NAPA TRACS has onsite training plus six days a week support?
      It all starts when a local representative meets with you to learn about your business and how you run it.  After all, it's your shop, so it's your choice.
      Let us prove to you that Tracs is the single best shop management system in the business.  Find NAPA TRACS on the Web at NAPATRACS.com
      It’s time to hire a superstar for your business; what a grind you have in front of you. Great news, you don’t have to go it alone. Introducing Promotive, a full-service staffing solution for your shop. Promotive has over 40 years of recruiting and automotive experience. If you need qualified technicians and service advisors and want to offload the heavy lifting, visit www.gopromotive.com.
      Get in touch with Jamie Hasty: https://sescomgt.com/
      Paar Melis and Associates – Accountants Specializing in Automotive Repair
      Visit us Online: www.paarmelis.com
      Email Hunt: [email protected]
      Get a copy of my Book: Download Here
      Aftermarket Radio Network
      Click to go to the Podcast on Remarkable Results Radio
    • By carmcapriotto
      Thanks to our partners, NAPA TRACS and Promotive
      Did you know that NAPA TRACS has onsite training plus six days a week support?
      It all starts when a local representative meets with you to learn about your business and how you run it.  After all, it's your shop, so it's your choice.
      Let us prove to you that Tracs is the single best shop management system in the business.  Find NAPA TRACS on the Web at NAPATRACS.com
      It’s time to hire a superstar for your business; what a grind you have in front of you. Great news, you don’t have to go it alone. Introducing Promotive, a full-service staffing solution for your shop. Promotive has over 40 years of recruiting and automotive experience. If you need qualified technicians and service advisors and want to offload the heavy lifting, visit www.gopromotive.com.
       
      Paar Melis and Associates – Accountants Specializing in Automotive Repair
      Visit us Online: www.paarmelis.com
      Email Hunt: [email protected]
      Get a copy of my Book: Download Here
      Aftermarket Radio Network
      Click to go to the Podcast on Remarkable Results Radio
    • By Changing The Industry
      Today is the last day for registration - Send us a message on HOW to register for this show.
    • By Transmission Repair

      Premium Member Content 

      This content is hidden to guests, one of the benefits of a paid membership. Please login or register to view this content.

    • By carmcapriotto
      Thanks to our Partner, NAPA Auto Care Dr. John Passante and Dr. Thomas Litzinger, titans of the automotive aftermarket industry, steer through the intricacies of professional development and organizational strategies. Some key takeaways: Innovation is non-negotiable, education is critical, and leadership makes the difference. Dr. John Passante is a legacy automotive aftermarket Human Resource professional and the President and CEO of The Organizational Development Group. John’s other episodes HERE. Dr. Thomas Litzinger, Chair of the University of the Aftermarket at Northwood University. Show Notes
      Leadership 2.0 (00:02:48) Discussion about the educational programs offered by the University of the Aftermarket at Northwood University. The importance of being a lifelong learner (00:04:14) The significance of being a lifelong learner in the automotive aftermarket industry and personal experiences related to learning. Right to Repair Legislation (00:11:01) The fight to secure data access for vehicle owners and independent repair shops, and the introduction of the right to repair legislation. Leadership development and scholarships for service professionals and technicians (00:16:09) The University's efforts to provide leadership development opportunities and scholarships for service professionals and technicians in the industry. The human spirit (00:18:46) The boundless human potential and the importance of collective effort and positive attitude. Legacy and teamwork (00:19:42) The impact of the human spirit, legacy, and teamwork in achieving common goals. Leadership and culture (00:21:42) The conversation shifts to the importance of culture and leadership in the workplace, emphasizing the value of nurturing and developing employees. Professional development (00:22:17) The need for professional technicians to receive training in financial acumen and leadership for their success. Retirement and personal growth (00:23:26) Speaker 2 shares his post-retirement activities, including executive coaching and writing children's books, emphasizing the importance of continuous personal growth. Leadership 2.0 program (00:24:33) Employee satisfaction and development (00:28:20) The importance of contributing to the life satisfaction of team members through organizational culture and training and development programs. Industry storytelling and leadership (00:31:13) The conversation ends with a focus on industry storytelling, leadership, and the significance of the automotive aftermarket.
      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    
      Click to go to the Podcast on Remarkable Results Radio


  • Our Sponsors



×
×
  • Create New...