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“You’re Just One of Those Slick Talkin’ Mechanics”

Written by Gonzo Weaver

As printed in Autobodynews - 2010 from my book "Hey Look, I Found the Loose Nut"

A referral came in from and old customer. It was an early 90’s Ford pickup that could have passed for a clown car. This thing had every color of the rainbow on it. Windshield was cracked, and the driver side window was hanging sideways. Even the bed of the truck was loaded down with all kind of debris from roofing shingles to old busted up lawn furniture. Not to mention the interior could use some house cleaning.

 

These are the type of vehicles I hate to get stuck behind when I’m riding my motorcycle. You just never know when something is going to fly out of the bed of the truck and smack into you.

 

The only reason I even took this pile of junk into the shop was because it was a referral from a regular customer. Normally, if you pull up to the shop in this bad of shape you better have one hell of a heart bleeding story, or I’ll tell you to get it on down the road.

 

Anyway, this beat up old Ford had so many problems. I had to do my best to sort though what I could. It was hard to start, and when it did start it had a terrible miss. If you tried to drive it even few feet it would buck and backfire, and eventually start to move, but not without a great effort on the motor’s part.

 

 

 

I called our junk collector and told him what I had found right off the bat, and that it needed taken care before we went any further. The old distributor had such a wobble in the shaft that half the time it couldn’t find the contact points. I thought this was why it was so hard to start, and for that matter the big backfire. Of course a lot of other things could cause the same problem. But this was so obvious any first year tech could have spotted the problem.

 

“So that’s all there is wrong with it?” he asked. “I seriously doubt that. I haven’t checked it for codes. I haven’t looked at the transmission or fuel pressure, but this distributor has got to go,” I said.

 

Now it’s a money thing. He told me to go ahead with it, and keep him informed of the results.

 

After installing the distributor it started right up, even sounded pretty good. Before pulling it out onto the road, I thought I better check those codes. There were 2 codes; One for a TPS, and another for the transmission. I called him and told him what I found.

 

Now it’s back to money thing again. “OK, go ahead with the TPS. I don’t think there is anything wrong with the transmission,” he told me. This was like putting the curse of Murphy on the truck. Something has to go wrong now.

 

I put the TPS in, and cleared the codes. The engine started great, ran terrific, and sounded surprisingly solid. All the codes cleared, and no more really obvious problems (I could have spent days straightening things under the hood). It was time to hit the road. Oh, oh. The truck’s transmission was trash. It had all the gears, well, sort of. It would lumber along, drop in and out of gear, and find a new neutral position when it had a chance. For the most part the transmission was in about as good of shape as the rest of the truck. Just plain overworked. You might as well put a fork in this one, because it’s done.

 

Time to make the call. It seems every time you get this far into one of these never ending repairs it will reach a point where you’re not solving one problem at a time, but creating an even bigger one, the financial one. Almost every time this type of customer will go along with what needs done until he thinks you don’t know what you’re doing, and are just out to take their money. Not so! The whole thing comes down to maintenance. It’s not like everything broke at once. They let it go, then expect a one-fix repair with a discount!

 

Like I said, the outcome is a little different each time, but the common factor is usually the same. I’m not getting paid for all the work I have completed….only some sort of agreed upon amount of the repair. This guy took it the extreme. When I called him and told him about the transmission he didn’t have the money. I expected this. Oh, he didn’t have the money for the repairs we had already done. What he was going to try to do was talk me into giving the truck back to him, and he would pay so much each week, because he needed that truck to get back and forth to work. If he didn’t have a way to get to work he couldn’t pay me. I told him that he should have thought of that before he agreed to the work that was done, because the car doesn’t leave until the bill is paid. That’s when he started in on me. “You’re just one of those slick-ass talking mechanics,” he shouted through the phone.

 

“Well that might be the case, and I have called worse, but we did have an agreed upon bill.” I said. “Oh come on man, I know it didn’t need any of that work you did. All it needed was a transmission. So I’m not going to pay for any of it, and I’m picking up my truck today,” he screamed into the phone.

 

Now there are two things to keep in mind on this story. One, he originally agreed to all the repairs as they were getting done. And two, he didn’t think there was anything wrong with the transmission. Or did I miss something in the conversation?

The screaming on the phone went on for what seemed like hours. There was no getting through to him about the agreed upon work, or the conversations we had about the additional work to the truck. Or the fact that I had originally told him about the amount of items I found wrong with the truck. I could tell I might as well be talking to the wall.

 

“OK fella, I can see we’re not going to get anywhere. You know me being a slick-ass talking mechanic and all; tell me how much you have and be honest now. If I agree to accept the amount I’ll put your truck out front, and you bring in what cash you have and I’ll give you the keys. Here I am trying to help you out, and now all you want to do is change things after the fact. I didn’t want to do this job in the first place because of the horrible condition it was in, but another customer said you were an upstanding guy. So I did the work. Take your truck home and do whatever you want with it, because I don’t need to make a living off someone who doesn’t trust me. Even if the guy who referred you does.

 

He agreed to this strange arrangement, but he was still mouthing off when he got to the shop. He walked out to his truck and started right up. He came back in the office still mad as hell, and wanted me to show him which parts I changed, so he wouldn’t change the same ones again. I did, and then he wanted a receipt for the parts. You can figure out the rest, he left the same way he came in. Unfortunately for him, there was no way to show his manhood with a tire squealing peel out in the parking lot. The transmission doesn’t work that well!

 

Oh by the way, I do feel sorry for the guy, and wish I could have done more for him since he was a referral from a good friend and customer. The money is very important, but I do need to have some assurance that I’m appreciated for what I do. The old customer and I talked about it later. He said he thought the guy was a kind and conscientious guy. He’d never heard a cuss word out of him, since he was the janitor at his local church and all. Go figure.

 

 

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  • Have you checked out Joe's Latest Blog?

         0 comments
      The Technician Shortage Is Our Fault, And It's Time We Own It
      Nearly every day, I hear shop owners complain: "There's a technician shortage. We can't find qualified people. There's no one out there." If that's true, then who's to blame?
      The industry? The schools? The government? I don't know how you feel, but who promised us an endless supply of qualified technicians?
      Another common complaint is that young people do not want to work in the trades. Well, if that were true, then why are other trades such as HVAC, electrical, and plumbing growing? What are they doing that the automotive industry is not? 
      Here's the reality we need to face: We do have a problem, but we shouldn't look for someone or any entity to rescue us. Not the government. Not the trade schools. Not the recruiting companies. No one owes us a workforce. If we want great people in our industry, it's up to us. At some point, we need to own up to the truth: Building a pipeline of qualified technicians is our responsibility.
      In this blog article, I will break down the key reasons we are in this situation today and what we, as an industry, can do to solve the technician shortage. Are you ready to look in the mirror?
      Have We Pushed Technicians Away?
      Let's take a look at flat-rate pay. True flat rate, which pays a technician only for the hours they produce, is a controversial pay plan that emphasizes high production levels and creates a competitive work environment that, if not properly controlled, can lead to increased mistakes and a decline in morale and team spirit. Additionally, the stress and physical demands placed on technicians as they age are not favorable to long-term employee retention. What do we do with technicians as they grow older into their fifties and begin to slow down? 
      I have heard all the arguments and pros and cons of flat-rate pay, and I am not going to judge any pay plan. Let the facts speak for themselves. True flat rate has changed in most areas around the country and has evolved into a pay plan that gives technicians some pay guarantee.
      Many shop owners have learned that team morale, along with the opportunity to earn income, is important to technicians and to the company's long-term success. But let me ask you: how many technicians have left or been pushed out over the years because of the old flat-rate pay system?
      Another issue is the workplace environment. I remember being grateful to be hired as a young technician at a local repair shop. While very thankful, the work environment was not ideal. The shop owner kept the bay doors open year-round (I am from New York) unless it rained or snowed. He felt that if the bay doors were closed, customers might think we were closed for business. We had no heat and no hot water. Many of the jobs were done outside, year-round,  in all types of weather. The starting pay was minimum wage, with no benefits, sick days, or vacation pay. 
      Now, again, I need to point out that I was truly grateful for the opportunity this shop owner gave me. I learned a lot working there, and the experience was pivotal in my career. But looking back, I wonder how many people were discouraged by these working conditions?
      While the physical demands of the repair workplace are daunting, perhaps even more critical is the culture. Too many of my generation shop owners preached the mindset of "my way or the highway." We were the business owners, after all. We started our companies, took all the risks, and provided jobs. Why shouldn't we be the ones to set the ground rules our way?   
      Many of us found over the years that the "my way or the highway" mentality was a sure way to isolate employees and make them more likely to look over the fence for greener grass. In other words, it led many technicians to seek employment elsewhere, where they felt they could be appreciated and recognized for their hard work. The issue, however, was that there wasn't much green grass around. Disappointment after disappointment, bouncing from repair to repair shop, eventually led to despair. So, I ask you: were workplace conditions a contributing factor in today's technician shortage?
      Another factor that we are all well aware of is the complexity of the modern automobile. When I started, the work was mostly physical, and you were required to master essentially three vehicle models: General Motors, Ford, and Chrysler. Let's fast-forward to today. The evolution of automotive technology, along with the extensive training and tools required, has outpaced the typical technician's pay compensation, with no clear career path. Again, leading to frustration and insecurity about the future.
      Here is the bottom line: people don't leave their job; they leave their experience. We must do a better job. 
      The News Isn't all Bad; Your Next Steps to Fix the Technician Shortage
      To fix the technician shortage, it will take a combined effort from everyone in the automotive industry, particularly automotive shop owners. Shop owners are in the perfect position to make the greatest impact, not only on their businesses but also on the future automotive workforce.
      First, shop owners must become better leaders and understand that their ultimate success is directly dependent on the people they assemble around them. Any shop owner who mistakenly believes they can build an empire solely on their abilities is destined for serious disappointment. Business owners who think like this will eventually plateau. Without the collective contributions from a team of qualified people, your business will stall; it will not continue to grow.
      Create a workplace that attracts top talent: a clean, professional, well-equipped facility designed to support productivity, teamwork, and a career, not just a job. Build a great reputation in your community by getting involved locally. Become the auto repair shop that people take notice of as "the" place to work.
      Next, shop owners must become more financially knowledgeable. Knowing your numbers and what you need to achieve for a strong bottom-line profit is essential to paying technicians the money they need and deserve. Profit will also allow you to compete with other trade industries by providing a benefits package that has real take-home value and security.
      When it comes to culture, this is where the rubber hits the road. People crave recognition, praise, and a sense of purpose. Despite what you hear, people are not just money-motivated. Once people feel secure in their financial situation, retaining and motivating technicians can only be achieved by connecting with them on an emotional level. You cannot show enough appreciation. Give out praise for a job well done as if your business depended on it, because it does.
      As technicians age, we need to have a place for them. Expecting a 58-year-old to perform like a 35-year-old is unrealistic. We need to be more focused on career pathing. Provide training, skill development, and coaching to develop leaders and mentors within our older workforce. While their bodies may have slowed, the knowledge they have gained is priceless. 
      Our future is dependent on young people entering our industry. We need to give more young people opportunities. Every shop owner across the country should consider hiring an apprentice, then build an apprentice training plan and career path for them. If every shop did this, we could solve the technician shortage within five years. Get involved with the trade schools and high schools in your area. Look into the NAPA Apprenticeship Program. Don't sit on your hands with this one. Do it today.
      Lastly, don't get left behind. Commit to ongoing training for all your employees. Keep up to date with tools and equipment tailored to your business model. Don't try to be all things to all people and all vehicles. Identify your core profile customer and the vehicles they drive, and become an expert on those vehicles and the services you offer.
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