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If you read the new members area then you saw I am a new auto reapir shop owner. Our company had a great August, decent September, October....not so good. I have been running oil change $18.95 and disc brake $99.00 specials in the local paper. I need new ways to build customers that is fairly quickly. I am thinking of opening late on Tuesdays and Thursdays til atleast 7 pm. Also have a grand opening on a Friday or a Saturday, followed by a Care Care Clinic type of inspection.

Any ideas or bad sides to these?

Edited by ssauto
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Thats dead on. I actually had an oil change, tire rotation and 50 point inspection coupon in the paper for the first 2 months that had alot more upsells per car/volume then what is being generated now.

Also, I am trying to gain some more commerical accounts and they seem hard to come by. Most are serviced by the local competition. I am working on offering a higher level of service and quicker turnaround time to pursuade them to try us.

Edited by ssauto
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  • Have you checked out Joe's Latest Blog?

         5 comments
      I recently spoke with a friend of mine who owns a large general repair shop in the Midwest. His father founded the business in 1975. He was telling me that although he’s busy, he’s also very frustrated. When I probed him more about his frustrations, he said that it’s hard to find qualified technicians. My friend employs four technicians and is looking to hire two more. I then asked him, “How long does a technician last working for you.” He looked puzzled and replied, “I never really thought about that, but I can tell that except for one tech, most technicians don’t last working for me longer than a few years.”
      Judging from personal experience as a shop owner and from what I know about the auto repair industry, I can tell you that other than a few exceptions, the turnover rate for technicians in our industry is too high. This makes me think, do we have a technician shortage or a retention problem? Have we done the best we can over the decades to provide great pay plans, benefits packages, great work environments, and the right culture to ensure that the techs we have stay with us?
      Finding and hiring qualified automotive technicians is not a new phenomenon. This problem has been around for as long as I can remember. While we do need to attract people to our industry and provide the necessary training and mentorship, we also need to focus on retention. Having a revolving door and needing to hire techs every few years or so costs your company money. Big money! And that revolving door may be a sign of an even bigger issue: poor leadership, and poor employee management skills.
      Here’s one more thing to consider, for the most part, technicians don’t leave one job to start a new career, they leave one shop as a technician to become a technician at another shop. The reasons why they leave can be debated, but there is one fact that we cannot deny, people don’t quit the company they work for, they usually leave because of the boss or manager they work for.
      Put yourselves in the shoes of your employees. Do you have a workplace that communicates, “We appreciate you and want you to stay!”
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