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I'm Hiring another Advisor


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I am taking the plunge and will soon hire another advisor. My top advisor will become the facility manager and under him he will have 2 advisors. After 30 years in business and with our new facility, I feel that I am being stretched to the limit and putting in the hours I did when I was in my 20’s.

 

We need to increase sales a bit to support the new advisor, but I need to make it work. At this stage in my life I want to completely take myself out of the day-to-day operations in order to continue to grow my business and work more on AutoShopOwner.com.

 

Please tell me your thoughts….

 

Joe,

Congratulations on your decision. Please keep us advised on the progress of your mission. I have been contemplating a similar move starting with another technician and then another service adviser. The problem we face is a problem some would love to have. Myself and my adviser average 40-50 incoming phone calls a day, between the 2 of us. If we are heavy on service and I have to go into production, he has to field those calls himself along with writing estimates, calling customers, ordering parts and playing cashier. Processes need to be changed to aid in the flow of work through the shop but we have been so activity based for so many years that it has gotten out of hand. I think I know how and what to do to change things, but I am to busy to impalement the changes. Maybe following your journey will help to motivate me to take the plunge.

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  • Have you checked out Joe's Latest Blog?

         0 comments
      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.
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