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New member in need of help Shop management software


SIC-P

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My partner and I have been building, restoring, customizing cars for over 20 years the old fashion way. We are building out a new shop and expanding our business to include a retail store and adding in a Dyno. As part of this expansion we want to automate a lot of our old fashion paper and pencil processes, we are looking for some shop management software and POS for the retails store. As always we are concerned about cost but want something that full feature for estimates. We don't need any employee management software. What do you all recommend?

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We use Mitchell Mananger Plus, we have had since 2003. It has some limitations but overall it's a good program and easy to use. There are different level packages. You need to contact Mitchell and see a few demos.

 

Please keep us updated during the expansion process, maybe create a blog. I expanded and put up a new building last year and documented the process in my blog (click on blog at the top).

 

I know that other shop owners would be interested in the process.

 

 

Thanks what limitations do you see with the software

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One of my biggest complaints is with selecting Pre-made menu jobs, called canned jobs. Let's say you create a basic menu of jobs: LOF, Wheel Alignment, tire balance, etc. You can not select more than one job at a time. You have to select a job, go back and select another.

 

Another issue, when you look at the vehicle history page, you don't see mileage, just date, invoice #, and services done. You need to go to the individual invoice to see the mileage.

 

It's little things like that, but overall a great program. I guess, every program will have its pros and cons.

 

We are happy and do recommend Mitchell.

 

 

Thanks nothing is prefect, most of what we do is very custom compared to most shops, can I define these custom work and reuse them.

 

Would you mind giving me some indication on pricing. greater than 500 , 1,000 or 1,000 less than 2,000 or greater than 2,000

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Second for Mitchell. I have been using the program for 1-1/2 yrs. I love it. I also have them doing most of my mailings as well as they have access to my records to send out my reminders. They do both the mailings as well as the email marketing for me. Costs about $300 a month but its well worth it for me.

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Another vote for mitchell, we have used manager for 13 years. Its a very stable software, very easy to navigate through and the learning curve is not bad at all. You can generate just about any report you will ever need for accounting purposes also.

 

Cost would be well below 500/ month even if you have a multiuser agreement.

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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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