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Hight Performance Shop Owner?


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Tim, welcome to the forum. It is good to have you! If you can give Geez some help I am sure it would be appreciated. I know quite a bit about General Liability insurance but have no exposure to how that shakes out in the performance end of this business.

 

I have owned my shop since 1998 and have done everything from classic Mopar and GM stuff to the "Fast and Furious" trends and now into the SVT Fords (lots of Cobras, Lightnings and GT500s). I've been a long time reader of the forum. I really like seeing topics pertinent to our business and seeing what everyone else is doing/ going through across the country....it makes me feel not quite so alone, lol.

 

The problem with my industry is the amount of animosity between shops. This just means that you can't exchange information with those around you. Thank god we have the internet, hehe.

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I couldn't agree more that is why myself I don't ever talk down my competition even if I think they did something stupid or are crooks. All you do when you say stuff like that is cause the people you are talking to wonder if that is how you talk about them...

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Unfortunately that is true. Shops love to down each other. However, in the long run that makes us all look worse. It is nice to be able to be on a forum like this and try to help each other, learn from each other, vent our frustration, and laugh at Gonzo's crazy stories.

 

 

Somehow, I think I'm out there reaching into everyones thoughts... to take life a little easier... one crazy customer at a time.

We all have to fix cars... we all have to learn new stuff that manufacturers develop. And, if in some little way we can help to bridge the gap between shops... I think it will make a better work place for all.

Thanks for the thoughts... I've got lots more stories... lots... Gonzo

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Thanks for your reply. You are right about animosity amongst the high perf. shops. We have a couple that really don't like us. We won't respond to them. This happens mostly on the car forums. I learned in the health business not to bad mouth the competition.

 

I PM'ed you.

 

Thanks.

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  • Have you checked out Joe's Latest 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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