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Procces and hardware/software of writing RO start to finish


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Hey guys I need some help I,m opening a shop for the first time.Ive been a tech 25+ years but only worked the front counter very limited.I know this may sound stupid but I, was wondering if some of you could take afew minutes and give me the run down.Now I know some are using Alldata or Mitchel orRO Writer or simalar so some processes may differ.But say a costomer comes in you open your program and write a RO then it prints out on a printer ,is it specal paper? is it a specal printer? they sign it it goes to the tech and down the line to where the costomer picks up is there a reciept printed out in the end ?And what about a cash register?Would it be a register that ties in with the PC your using to write your RO,s? and is tha t diffrent program?Any support you can give would be greatly appricated I feel that I should already know all this.I have not bought a PC ,cash register ,printer or program yet this whole department has not been adressed yet I still have a month or so before opening ,but time goes fast thanks

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I'm personally a fan of Automotive Expert, it actually learns from you. It will store part numbers, all written estimates with customers information, as well as all previous invoices for each customer. Will also maintain vendors, tech tracking, accounts receivable, and a customizable parts mark up that you control with multiple labor rates. Prints out very professionally. It also has a built in function for time line service reminders for each customer that can be printed off and mailed to the customer. I've used the Mitchell and still do on occasion if I'm having issues looking for O.E part numbers. But with the onslaught of 29.95 - 49.95 brake jobs , and 9.95 oil changes, I find it very hard to sell alot of the retail pricing that is built into that program. On a side note though being such a new shop its hard to stay afloat and give work/parts away for next to nothing. But there is always the psychological advantage of making the customer feel better about spending a little bit more with you than anyone else.

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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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