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Why don't you just give up?


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As some of you know, I always go away on vacation for the entire month of July. Right now I’m writing this while sitting on a breezy sunlit balcony, overlooking an oil-free (for now) Gulf of Mexico. I have to admit, the prospect of spending another 3 weeks with these same ‘harsh’ working conditions doesn’t suck :rolleyes:

 

How can I afford the time and money to go on vacation for an entire month – and more importantly, how can you do it too? Easy. I made the decision to just give up! I threw my hands up and said. “NO MORE!”

 

No more:

 

* Trying to do everything myself

* Dealing with pain-in-the-ass clients

* Keeping lousy employees

* Wasting time on unprofitable work

* Allowing people to waste my time

* Dealing with other peoples emergencies

* Doing $15/hour work

* Excuses for not succeeding

 

When I finally gave up all that crap and fixed all those problems, a wonderful thing happened… I found myself with a whole lot more time and money.

 

I know this almost sounds waaaay too simple. You probably were looking for some super complicated formula, maybe a map to the holy grail, or the recipe for the secret sauce. But no. Just give up!

 

Just think of all the time you’re wasting dealing with bad employees and the problems they create?

 

How much of your valuable skills are wasted doing work that could easily be handled by a low-wage employee or an outsourced provider with special skills that you don’t possess?

 

How much time and energy is being sucked up dealing with folks that continue to be a pain-in-the ass, or just as bad, always ask you for favors or special pricing?

 

If you spend just an hour a week dealing with each of these problems, you’re wasting over 360 hours per year (There’s your month-long vacation, plus plenty of extra days to play ‘hooky’ throughout the rest of the year!!!)

 

And please don’t discount what I’ve said here because you think ‘your situation is different’. It’s not. We all have challenges that we must overcome in one way or another. If a shop owner in rural Canada, 20 miles away from the closest town; a shop owner operating in the ‘poorest city in America’; and a shop owner surrounded by 42 other auto repair shops in the same two-mile radius can all figure out ways to create million dollar businesses – plus find the time to get away and travel – so can you.

 

Let me ask you, on the list above, what are you holding on to that is more important than you finally being able to accomplish all of your goals and dreams? What are you willing to give up in order to make the change?

 

Best,

Ron Ipach

CinRon Marketing Group

www.TheAutoRepairEvent.com

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  • Have you checked out Joe's Latest Blog?

         3 comments
      Got your attention? Good. The truth is, there is no such thing as the perfect technician pay plan. There are countless ways to create any pay plan. I’ve heard all the claims and opinions, and to be honest, it’s getting a little frustrating. Claims that an hourly paid pay plan cannot motivate. That flat rate is the only way to truly get the most production from your technicians. And then there’s the hybrid performance-based pay plan that many claim is the best.
      At a recent industry event, a shop owner from the Midwest boasted about his flat-rate techs and insisted that this pay plan should be adopted by all shops across the country. When I informed him that in states like New York, you cannot pay flat-rate, he was shocked. “Then how do you motivate your techs” he asked me.
      I remember the day in 1986 when I hired the best technician who ever worked for me in my 41 years as an automotive shop owner. We’ll call him Hal. When Hal reviewed my pay plan for him, and the incentive bonus document, he stared at it for a minute, looked up, and said, “Joe, this looks good, but here’s what I want.” He then wrote on top of the document the weekly salary he wanted. It was a BIG number. He went on to say, “Joe, I need to take home a certain amount of money. I have a home, a wife, two kids, and my Harly Davidson. I will work hard and produce for you. I don’t need an incentive bonus to do my work.” And he did, for the next 30 years, until the day he retired.
      Everyone is entitled to their opinion. So, here’s mine. Money is a motivator, but not the only motivator, and not the best motivator either. We have all heard this scenario, “She quit ABC Auto Center, to get a job at XYZ Auto Repair, and she’s making less money now at XYZ!” We all know that people don’t leave companies, they leave the people they work for or work with.
      With all this said, I do believe that an incentive-based pay plan can work. However, I also believe that a technician must be paid a very good base wage that is commensurate with their ability, experience, and certifications. I also believe that in addition to money, there needs to be a great benefits package. But the icing on the cake in any pay plan is the culture, mission, and vision of the company, which takes strong leadership. And let’s not forget that motivation also comes from praise, recognition, respect, and when technicians know that their work matters.
      Rather than looking for that elusive perfect pay plan, sit down with your technician. Find out what motivates them. What their goals are. Why do they get out of bed in the morning? When you tie their goals with your goals, you will have one powerful pay plan.
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