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The Man was very sad. He knew that the Cat’s days were numbered.The doctor had said there wasn’t anything more that could be done,that he should take the Cat home and make him as comfortable as possible.

  The man stroked the Cat on his lap and sighed.The Cat opened his eyes, purred and looked up at the Man. A tear rolled down the Man’s cheek and landed on the Cat’s forehead.The Cat gave him a slightly annoyed look.

  “Why do you cry, Man?”the Cat asded.“Because you can’t bear the thought of losing me? Because you think you can never replace me?”The Man nodded “yes.”

  “And where do you think I’ll be when I leave you?”the Cat asked. The Man shrugged helplessly. “Close your eyes, Man,” the Cat said. The Man gave him a questioning look, but did as he was told.

  “What color are my eyes and fur?” the Cat asked. “Your eyes are gold and your fur is a rich, warm brown,” the Man replied. (wow gold)

  “And where is it that you most often see me?”asked the Cat. “I see you…on the kitchen windowsill watching the birds…on my favorite chair…on my desk lying on the papers I need…on the pillow next to my head at night.” “Then, whenever you wish to see me, all you must do is close your eyes,” said the Cat.

  “Pick up that piece of string from the floor——there, my ‘toy.’” The Man opened his eyes, then reached over and picked up the string. It was about two feet long and the Cat had been able to entertain himself for hours with it. “Now take each end of the string in one hand,” the Cat ordered. The Man did so.

  “The end in your left hand is my birth and the end in your right hand is my death. Now bring the two ends together,” the Cat said. The Man complied.

  “You have made a continuous circle,” said the cat.“Does any point along the string appear to be different, worse or better than any other part of the string?” The Man inspected the string and then shook his head “no.”

  “Close your eyes again,” the Cat said.“Now lick your hand.” The Man widened his eyes in surprise.

  “Just do it,” the Cat said.“Lick your hand,think of me in all my familiar places, think about all the pieces of string.” (wow gold)

  The Man felt foolish, licking his hand, but he did as he was told. He discovered what a cat must know, that licking a paw is very calming and allows one to think more clearly. He continued licking and the corners of his mouth turned upward into the first smile he had shown in days. He waited for the Cat to tell him to stop,and when he didn’t, he opened his eyes. The Cat’s eyes were closed.The Man stroked the warm, brown fur, but the Cat was gone.

  The Man shut his eyes hard as the tears poured down his face. He saw the Cat on the windowsill, then in his bed, then lying across his important papers. He saw him on the pillow next to his head, saw his bright gold eyes and darkest brown on his nose and ears. He opened his eyes and through his tears looked over at the circle of string he still held clutched in his hand.

  One day, not long after, there was a new Cat on his lap. She was a lovely calico and white…very different from his earlier beloved Cat and very much the same

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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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