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I just sat throughChubby"s tele phone semiar at ATI .One thing ha talked about was looking at everything as a maintance service.Particuraly concentrating on pre schedualling yor next appointment like a dentist.Sound good but what are the logicstics of it.I can,t tell you when my 3k will be do for sure it may be a week or two diff each time.I don,t think if you can get people on a oilchange every 3k that they will come in berore 3k nor should they.Should you know the persons history to guess at it?Should you talk to them and let them guess?would you try to shoot high so that when they do come in the will be over a bit?.Is anybody doing this successfully enough they would give us some hints?

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You can easily schedule oil changes or tire rotations since they are usually on a recommended time frame not necessarily mileage related but once you see a customer a few times, you will get the feel for how many miles they are driving and the ones that need to be reminded to do their maintenance.

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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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