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Customer supplied parts

RickM
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RickM Apprentice

RickM

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I am seeing more and more customers coming into the shop with their own parts or wanting us to estimate labor and they will bring the part. We had a car in the shop today with an overheating complaint. We found the cooling system low and pressure tested the system finding a leaking part. We have had a bad experience replacing this part with aftermarket in the past and now only use OEM. We priced this repair to the customer on the phone and they agreed to the repair. They called back a few minutes later and said they had called a parts supplier (I wont mention the company) 25 miles away and could get the part for almost 1/2 of my price and wanted to know what the labor would be. My wife explained to the customer that we had previous problems installing this part aftermarket and only installed OEM with a 1 yr parts and labor warranty. She advised her that sh could bring her own part but their would be no labor warranty. The lady was upset but stated that she wanted the labor warranty and to go ahead with the repair. How do you guys handle this type situation? Customers supplying their own parts (usually wrong) are killing me. Thoughts and comments?

CARMandP Proficient

CARMandP

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I almost never use a customer supplied part unless I know what they have (example: I installed the customer supplies AC Delco plugs since this is what I would have used in the vehicle anyway). One of the things that I am learning the hard way is if you install a customer supplied part, you lose all the way around. If they bring you the wrong part, you are waiting on them to provide the correct part. You lose money on the parts markup which means you lose on the payment of your overhead. I don't give the customer the option. I tell them I would rather get the part then I know its correct, especially since most people don't have any idea things like engine size, year, trim level, and ect.

  • 2 weeks later...
Gonzo Grand Master

Gonzo

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Well said! I only wish more shop owners felt this way. Many shop owners do not realize the hit they are taking by not charging what they are worth. Many think that a job is a job, especially when they are slow. That's not true. Doing work that is not profiable is a sure way to go out of business.

 

 

Some very good points in this blog. One point that wasn't covered is the customer... the customer "type" that feels it's necessary to go to the internet or find the cheapest part. These folks are the kind of customers I'd soon never see. You can never be profitable if your customer is bring his own steak to the resturaunt.

 

I'm always amazed at the lack of respect and professionalism that the "customer" brings to the front counter. We, as the shop owners and mechanics/techs are expected to be professional, but when the customer seems to think that we are incompetent and can't figure out which part is cheaper or the fact that futher testing is needed we... as the "independent automotive industry" take a back seat to the customers problems. They... the customer... become the problem.

 

I think our years of experience and knowledge in our field makes us more aware of which parts are better, which car may need additional labor time over and above book time... which diagnostic procedure may require more labor hours. But that all falls on deaf ears when you're talking to this type of customer... their mind is already made up... long before they ever got to the front door.

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Gonzo Grand Master

Gonzo

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Posted

We are running into this more and more , We tell the customer up front that the labor will be increased by 40% if they supply the part , we also tell them that our hoist time is $2.00 per minute if the part is wrong and they have to go and get another part. Also there is absolutely NO warranty for any labor. This stops most people from wanting to supply their own parts. There is a few exceptions like someone that broke off a spark plug or stripped the threads out then we will install their spark plugs. I do not like supplying or installing used engines but due to the economic situation I install a few of them , I give the customer a list of which wrecking yards have an engine and let them buy it from them. I also still charge 30-40% more for the labor with no warranty. By us not supplying the engine the ball is in their court if it does not work.

 

 

I won't raise the labor to them, but I will explain the "ropin = a - steer" approach... No warranty, no redus... when I put the last bolt on I throw my hands in the air and say "TIME" I'm done... I couldn't care less if it works or not... the customer became the tech and parts buyer at that point I'm just two hands and a box of wrenches... If, it doesn't work and it needs redone... well, we start all over with a new invoice and treat it like a brand new job. Diagnostics and all.... Oh, when it comes to used parts... I make them get them... not me... Sooner or later they'll get tired of driving back and forth to the scrap yard trying to find a good part or the correct part. And, reliaze they should have let me handle the whole thing in the first place.

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RickM Apprentice

RickM

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We are running into this more and more , We tell the customer up front that the labor will be increased by 40% if they supply the part , we also tell them that our hoist time is $2.00 per minute if the part is wrong and they have to go and get another part. Also there is absolutely NO warranty for any labor. This stops most people from wanting to supply their own parts. There is a few exceptions like someone that broke off a spark plug or stripped the threads out then we will install their spark plugs. I do not like supplying or installing used engines but due to the economic situation I install a few of them , I give the customer a list of which wrecking yards have an engine and let them buy it from them. I also still charge 30-40% more for the labor with no warranty. By us not supplying the engine the ball is in their court if it does not work.

I havent raised my labor rate for used parts but may look into that. The hoist or bay time is a big issue with us if we tear it down and it is stuck in our bay while they take their time looking for the right part. I learned the hard way to never supply a used engine or tranny. I will install them but no warranty and the price quoted is done when the engine is installed. if it doesnt run, has a problem we stop call the customer and advise them additional time is required

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  • Have you checked out Joe's Latest Blog?

    • Joe Marconi
      The Technician Shortage Is Our Fault, And It's Time We Own It
      By Joe Marconi in Joe's 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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