Quantcast
Jump to content


2 Bay Finacal Goals


Recommended Posts

Hey guys yoy all been a big help.I,m opening a new shop next month .Its a 2 bay shop and I don,t really know exactly how much I need to do to keep on top.Is ther a goal I could work towards ? I know every bodys over head will differ so this is real general And I don,t know all the expensies that I will occur every month So if I break it down I guess I,m asking what kinda paid outs do yuo occur and what would be your labor goals and how much profit on parts would you expect on that labor generally and if you recomrnd and report articals clases or counsolers?

Link to comment
Share on other sites

Calculating your fixed costs and variable costs is the best way to start. You need to sit down and start doing some calculations to see what you need to break-even. This number is key because you goal is not to break-even but to make a profit.

 

I suggest sitting down with your accountant to project these costs. It is vital from the very start that you understand and know the numbers of the business. Also, I recommend tracking these numbers.

 

Because this is a start-up, you may not know what your sales will be. Do not fall into the trap of giving the farm away to attract business. This will only bring in the wrong kind of consumer. I do, however, recommend Grand Opening Specials at a discounted price.

 

Are you planning on having a Grand Opening Event? When I opened my new facility last year I had a big grand opening event which actually gave me momentum that lasted throughout the summer.

Can you give me some ideals for a grand opening and its specials?

Link to comment
Share on other sites

Have you calculated what all of your fixed costs are: taxes, insurance, telephone, utilities, rent, etc. How much are wages, employment taxes, any health insurance, etc. What is the bare minium you need to have monthly to survive? As a rule of thumb you should be able to generate $10,000-$12,000 per bay per month with proper staffing.

When you say 10-12K out of each bay is that a gross? labor and parts? and rule to follow that may sugest how much part may be sold comaped to labor?

Link to comment
Share on other sites

I average about 10-12 between my two bay garage. One side is the lift and the other side is my alignment machine. Of course, its just me so I am doing everything from answering the phone to talking to customers plus running for parts and everything else so I am very happy with that amount. Keeps my bills paid for now.

Link to comment
Share on other sites

  • 2 weeks later...

I average about 10-12 between my two bay garage. One side is the lift and the other side is my alignment machine. Of course, its just me so I am doing everything from answering the phone to talking to customers plus running for parts and everything else so I am very happy with that amount. Keeps my bills paid for now.

 

 

I have to know why, why are you running for parts? As well could you afford at this point to have a flat rate tech that you can hire? And since it would be just you and potentially another flat rate tech, you could offer an incentive such as "If the job pays four hours, the two of us are both on it together for four hours, you'll still get paid for four hours, but keep in mind I may have to break away to answer phones, order parts, and etc... So plan on possibly doing most jobs by yourself, but as we grow so will your weekly hours, and may turn into salary, etc...."

 

I have one tech who keeps jobs moving along, anything he touches, or makes it possible for us to take on more work, or allows me to write repair orders etc... I'll pay him on. I do majority diagnostics, and oversee most technical and heavy jobs. But he is my life saver, I'm currently hoping to hire another tech or two, and soon promote Mark to a Service Manager or reward him someway for all his great work,effort, and spirit. He is worth every dime, and I find the shop making more money.

 

I am only hesitant on bring on another tech due to the fact of what happens if I run out of work for the two of them, and what happens when we get the next tsunami?

Link to comment
Share on other sites

Create an account or sign in to comment

You need to be a member in order to leave a comment

Create an account

Sign up for a new account in our community. It's easy!

Register a new account

Sign in

Already have an account? Sign in here.

Sign In Now
  • 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!”
  • Similar Topics

    • By Changing The Industry
      Shop Marketing Pros Live at L&N Auto
    • By Changing The Industry
      The Basics of Owning An Auto Repair Shop - Part 6
    • By carmcapriotto
      The Weekly Blitz is brought to you by our friends over at Shop Marketing Pros. If you want to take your shop to the next level, you need great marketing. Shop Marketing Pros does top-tier marketing for top-tier shops.
      Click here to learn more about Top Tier Marketing by Shop Marketing Pros and schedule a demo:https://shopmarketingpros.com/chris/
      Check out their podcast here: https://autorepairmarketing.captivate.fm/
      If you would like to join their private Facebook group go here: https://www.facebook.com/groups/autorepairmarketingmastermind
       
      In this podcast episode, Chris Cotton from Auto Fix Auto Shop Coaching examines the JD Power 2024 US Customer Service Index Study. He offers strategies for auto repair shops to outperform dealerships by focusing on immediate service, convenience, and the smart use of technology. Cotton emphasizes the need for shops to educate customers and offer value through quality service rather than just competing on price. He advises shops to enhance their online presence and local advertising to attract customers. The episode is a guide for auto repair businesses to improve service and capitalize on dealership shortcomings to gain customer loyalty.
      The JD Power 2024 US Customer Service Index Study (00:01:10) Insights from the study on dealership customer service, wait times, and technician retention.
      Dealership Wait Times and Technician Retention (00:02:14) Discussion on the impact of wait times, technician retention, and the influence on customer satisfaction.
      Customer Preferences and Technology (00:06:25) Customer preferences for immediate service, convenience, and the importance of technology in service updates.
      Rising Costs and Customer Satisfaction (00:09:02) Increase in the average amount spent on dealer visits, the impact of inflation, and customer satisfaction.
      Adapting to Market Landscape (00:13:18) The need to embrace technology, improve communication, and address wait times and cost concerns.
      Advertising Strategies for Auto Repair Shops (00:14:22) Tactical approaches to leverage speed, convenience, technology, cost-effectiveness, education, and tailored promotions in advertising.
      Implementing the Marketing Strategy (00:19:05) Guidance on assessing current advertising channels, revamping content, and staying responsive to market changes.
      Connect with Chris:
       
      [email protected]
      Phone: 940.400.1008
      www.autoshopcoaching.com
      Facebook: https://www.facebook.com/
      AutoFixAutoShopCoachingYoutube: https://bit.ly/3ClX0ae
       
      #autofixautoshopcoaching #autofixbeautofixing #autoshopprofits #autoshopprofit #autoshopprofitsfirst #autoshopleadership #autoshopmanagement #autorepairshopcoaching #autorepairshopconsulting #autorepairshoptraining #autorepairshop #autorepair #serviceadvisor #serviceadvisorefficiency #autorepairshopmarketing #theweeklyblitz #autofix #shopmarketingpros #autofixautoshopcoachingbook
      Click to go to the Podcast on Remarkable Results Radio
    • By Joe Marconi

      Premium Member Content 

      This content is hidden to guests, one of the benefits of a paid membership. Please login or register to view this content.

    • By Changing The Industry
      Chris Craig on Creating Positive Automotive Work Environments Even At A Dealership


  • Our Sponsors

×
×
  • Create New...