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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?

         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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