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Negative Customer Feedback


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Being in the auto repair business, you’re eventually going to get some negative feedback from your customers or other people you work with or for. While your initial reaction is probably to get mad or upset, negative feedback is actually a good thing. It means that your customers are giving you an opportunity to improve your business.

 

 

 

The most important thing to remember when getting negative feedback is to not get mad. Sure, getting mad may give you an energy burst to be more effective and get more things done, but it’s more likely going to get you worked up over nothing and make you waste time.

 

There are two things you can do instead of getting angry or upset, and which one you choose depends on what kind of negative feedback you got. Negative feedback can pretty much be divided into two categories: useful and mean spirited.

 

If someone sends you feedback that simply says they disagree with you and says nothing more than that, your next step is simple – ignore it. There’s nothing you can do to change their opinion and acknowledging them is simply going to waste both your times. Just forget about it and move on.

 

Just because feedback is negative doesn’t mean it’s bad. Negative feedback should be looked on as an opportunity for improvement. And while this person may have been upset and not have been the nicest person in sending their feedback, the first thing to do is thank them.

 

It doesn’t have to be big, just a quick email letting them know that you value their opinion and will look into the issue. If you already know, you can let them know how you’re going to fix the issue at hand. This will not only help you keep a customer (and possibly make more by referrals), it will also encourage them to send more feedback so you can make further improvements in the future.

 

Once you have helpful negative feedback, the first step is to analyze whether or not it matters. Just because a suggestion gives a good idea, doesn’t mean it’s worth the time and money you have to put in to it. If a problem is difficult to fix but only affects a few of your customers, it’s probably not worth it to spend your resources making it better.

 

After you’ve decided you need to take action, it’s time to brainstorm what action to take. This could take a few minutes, or even a few weeks. If you are getting stuck, you can even ask customers (or the person who gave you the feedback) what they think would be a good fix.

 

For each possible action, also go back and weigh it based on how much the negative effect matters. While you may agree that the problem needs fixing, you may not agree that you need to make a substantial investment to fix it and opt to go for a cheaper, but less effective fix. Once you have all your options laid out, it should be much easier to choose a solution.

 

Once all this is done, you can finally implement your solution, but don’t forget to let your customers know about the changes – particularly the one who inspired the changes in the first place.

 

 

 

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  • Have you checked out Joe's Latest Blog?

         3 comments
      Got your attention? Good. The truth is, there is no such thing as the perfect technician pay plan. There are countless ways to create any pay plan. I’ve heard all the claims and opinions, and to be honest, it’s getting a little frustrating. Claims that an hourly paid pay plan cannot motivate. That flat rate is the only way to truly get the most production from your technicians. And then there’s the hybrid performance-based pay plan that many claim is the best.
      At a recent industry event, a shop owner from the Midwest boasted about his flat-rate techs and insisted that this pay plan should be adopted by all shops across the country. When I informed him that in states like New York, you cannot pay flat-rate, he was shocked. “Then how do you motivate your techs” he asked me.
      I remember the day in 1986 when I hired the best technician who ever worked for me in my 41 years as an automotive shop owner. We’ll call him Hal. When Hal reviewed my pay plan for him, and the incentive bonus document, he stared at it for a minute, looked up, and said, “Joe, this looks good, but here’s what I want.” He then wrote on top of the document the weekly salary he wanted. It was a BIG number. He went on to say, “Joe, I need to take home a certain amount of money. I have a home, a wife, two kids, and my Harly Davidson. I will work hard and produce for you. I don’t need an incentive bonus to do my work.” And he did, for the next 30 years, until the day he retired.
      Everyone is entitled to their opinion. So, here’s mine. Money is a motivator, but not the only motivator, and not the best motivator either. We have all heard this scenario, “She quit ABC Auto Center, to get a job at XYZ Auto Repair, and she’s making less money now at XYZ!” We all know that people don’t leave companies, they leave the people they work for or work with.
      With all this said, I do believe that an incentive-based pay plan can work. However, I also believe that a technician must be paid a very good base wage that is commensurate with their ability, experience, and certifications. I also believe that in addition to money, there needs to be a great benefits package. But the icing on the cake in any pay plan is the culture, mission, and vision of the company, which takes strong leadership. And let’s not forget that motivation also comes from praise, recognition, respect, and when technicians know that their work matters.
      Rather than looking for that elusive perfect pay plan, sit down with your technician. Find out what motivates them. What their goals are. Why do they get out of bed in the morning? When you tie their goals with your goals, you will have one powerful pay plan.
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