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Southards
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Southards Enthusiast

Southards

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Wondering what the general opinion and guideline is regarding employee's working on their vehicle at your shop when not on the clock? In my case, the shop is dead and this employee had an unexpected day off, because the shop is dead. Tickets need to be sold for the roller coaster ride I've been on with my workload. Every single day and week are drastically different from the last.

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CARMandP Proficient

CARMandP

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I only have one part time employee myself and when the work is done he is welcome to the shop. In fact we just put an engine in his Dodge truck a few weeks ago. Took a few days but it was slow anyway so it didn't matter much anyway.

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t_j Newbie

t_j

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LOL! I could just see me telling my father-in-;aw and brother-in-law that they couldn't work on their cars.... but they know I'll push it out in the morning if it gets in my way

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GeeZ Enthusiast

GeeZ

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It depends on how the employee is paid. If he is commissioned only, then he can work on HIS vehicle. If hourly, then he needs to be off the clock. But there are always issues with workers' comp and supplies he may use. Who is responsible if the lift falls on him while at work on his vehicle or less dramatic, piece of metal in the eye? You are!

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benzfxr Apprentice

benzfxr

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We allow our techs time to work on their car at the shop. It boosts morale, and prevents them from setting up shop at home and avoid the temptation to do side work.

 

We also wash all customer cars and each employee can have his car washed one time per week.

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Gonzo Grand Master

Gonzo

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I like the car wash feature too. Morale is an issue, anything that an employee can view as a added perk is good.

I'm guilty of working on my own stuff, so I don't fuss to much if the techs need some time on their own cars... But I'm with everyone else, not allowing them to work on other family or friends cars. Those I always will tell them... OUTSIDE ONLY... DO NOT BLOCK BAYS... But at the same time we might get a rebuilder in or a restoration project that isn't a direct paying job for anyone. But, I'll give them a cut if we resell the car. That always works well... they tend to act like little greedy vultures when you tell them they can make a few bucks on a car... Nobody minds the extra cash...

 

Great posts ... I like reading about things like this... gives me new ideas for new stories... Gonzo

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  • Have you checked out Joe's Latest Blog?

    • Joe Marconi
      Want to End Your Technician Shortage? Focus on Retention!
      By Joe Marconi in Joe's 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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