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LKQ Corporation


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I have used them on several occasions. I do a lot of used replacements (engines, transmissions) but they are the best ones for their warranty. They are not always the cheapest but they usually do have the best products. They are very picky and they deliver to me :)

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Do any of you do business with LKQ? We discovered them about 3 years ago and they have been a useful tool for our business. I thought that I would mention them in case that it would benefit someone. They describe themselves as:

 

 

 

Through them we purchase mostly used engines and transmissions with a 12,000 mile 12 month parts and labor warranty. That has became a substantial business for us. As a rule we do not use very many used parts but they are a great source when such is needed.

I use them here. I don't buy parts directly from them... I have the customer buy the part and let them deal with the warranty side of it.

Edited by Gonzo
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Ditto. I've also had pretty good success with them. They bought out one of the big local yards here several years ago. that's how I got connecterd with them. Had a few "issues" but they were easy to work with in resolving them.

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      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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