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Posted

AAA in our area has, for the last couple of yours been running battery replacement trucks in addition to the normal towing vehicles. I stated my displeasure with this program to my AAA representative when I was participating in the AAA Approved Auto Repair program and using them as my towing service. Since I have ceased participation in the program, my tow in rate has more than doubled.

I was reading a recent issue of Brake and Front End magazine today and got to wondering if those of you who are still involved with AAA are as alarmed as I am even though I am a former participant? According to the editorial AAA has purchased a 30 something location, auto repair franchise, operating in several states in the Midwestern and Eastern United States.

My concern is this, when I was a AAA Approved shop I advertised, as I'm sure most of you do, The AAA logo in all of my print advertising, on my radio advertising and even my Yellow Pages ads. Heck, I even allowed them to hang their sign on my pole and building. All of those years I paid dues to belong to and advertised for an organization that is now a direct competitor.

Yeah, I may just be venting but really would like to know what you all think?

  • 1 month later...
  • 6 months later...
  • 1 month later...
Posted

There is one shop in town, does not provide towing service, that is an AAA approved shop. He get's all first shots at all tire work and mechanical repairs. I thought it took more than just 300 names. Can't find any direct info for details to sign up. Any links anyone?

  • 3 years later...
Posted (edited)

I am on the other end of this, my shop started off as a AAA Emergency Response Server provider. WE are the battery truck guys. It helped my business flourish as many member cars arent starting and they automatically assume its the battery. I get all kinds of tow ins from my guys when they are alternators, starters, crank sensors, timing belt, you name it. My guys also have a very high rate of getting members on the go. Meaning they are able to help the member get started and off to where they need to go or to drive to a shop. Shop became AAA approved after the fact and it has not been a deterrent for me. The shop approval in my opinion hasn't necessarily brought me ALOT more work but it puts new customers at ease and partially because my AAA guys are already getting stuff towed in.

 

I will agree though that it is alarming they are buying up chains and doing there own thing. I will say though, with the way Service Providers act and take care of customers. AAA almost HAD to do this to take care of their members. Our numbers have been some of the best in our region and all we do is jump start people and if they need a battery, we simply ask them if they would like a new one. Yet, service providers around us would call me asking how the hell we sell so many batteries. Honesty, Integrity and just plain getting to their breakdown location within a decent amount of time! Good business is just taking care of your customers. Make a profit but take care of your customers!

Edited by ATSAutomotive
  • 2 months later...
Posted

These days one must expect the customer to ask for a discount. It should be part of your estimate on the repairs/services that you sell. Our AAA DISCOUNT WAS 10% OFF LIMITED TO MAX $50.00 OFF.

Posted

I have a simular situation with my local AutoZone. I lost a battery sale to them this week. I called the store manager to express my anger and I was informed that he agreed with me but corporate wasn't going to change. This week my guys are instucted NOT to purchase from them so I hope they enjoyed the $99 battery sale.

 

I think it is wrong for these auto part stores to play mechanic. Free installation of wiper blades, batteries, lamps and scanning CE lights hurts shops like mine.

 

(I want to weld the battery hold down bolt and send the car to AutoZone for a new battery out of spite) LOL

Posted

In Atlanta, GA. AAA is opening up car centers. They have about 8 so far. They charge is $1000 per year to be certified by them and then open up a center down the street!

 

  • Like 1
  • 4 weeks later...
Posted

Since I am no longer affiliated with AAA I don't know all the particulars, but local shops that are AAA approved have recently received notice that the program is changing. There is a whole new set of rules and requirements to participate. During my conversations with other owners, their biggest concerns are a discount is now mandatory and they now require you to agree to begin work on AAA customers vehicles within 1 hour of wrecker drop off! There are other requirements but they escape me now.

Posted

The shop can tell AAA that they are able to handle "Priority Service Tows" or not. If you tell AAA that you can handle "Priority Service" it means you will triage those cars within an hour to let the customer know what amount of time you will need to diagnose or fix the vehicle. You can tell AAA that you can not handle any priority tows at any time of the day or any day of the week.

At first glance the new requirements may seem onerous on a shop, but we have not found that to be true. We have had a good relationship with AAA and these new requirements help to make the AAR program stronger and more exclusive. In Northern NE, AAA does not operate repair shops and has told us that they will open repair facilities.

Posted

We recently dropped the AAA program. They wanted us to give them all of our customers email addresses to perform regular CSI reviews. We have always told our customers that the email addresses are for internal usage only.

Posted

For us here is Wisconsin we were contractually obligated to start diagnosis within one hour and we had to give a 10% discount on labor only. So not only did I have to put my full paying customers on hold but, I had to do so at a discount! On top of that, we were often made out as the bad guys when we got surprise tow ins. There was no way we were going to be able to service them in a timely fashion. This is another reason we kicked the AAA program.

  • 3 weeks later...
Posted (edited)

We are lucky to be the only shop within 5 miles of a college. The kids call AAA, we are the only shop they can get towed to for free. Works out good for us and the towing companies, plus I keep a part of my lot clear for AAA tow ins so its easy for the rollback drivers to get in and out. We never say no to tow ins. But, we are not a AAA paying member garage so there's nobody telling us how fast to work. Like I've always said following someone else's plan benefits them, now if there was heavy competition the $$$$ might be worth it.

Edited by alfredauto
  • Like 1

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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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