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Employee Needed

Gary A

By Gary A
in Human Resources, Employees

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Gary A Community Regular

Gary A

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I am in need of another employee. I have a 3 bay shop and have myself doing just about everything including service writing, bookkeeping and wrenching and one employee who is an apprentice. I do a lot of hard to do stuff such as rebuilding transmissions, diagnostic work, some Euro cars. It has been very difficult to find a tech to work for what I can afford to pay and one that can do the work so I am thinking about a service advisor. I'm looking for ideas on different pay types for service advisors and any other input on this situation. I've been hesitant on hiring also because of the slow periods and uncertainty in the economy. It has been getting busier and I won't be able to work like this if it continues to get busier.

Dan Reichow Contributor

Dan Reichow

Posted
Posted

I am in need of another employee. I have a 3 bay shop and have myself doing just about everything including service writing, bookkeeping and wrenching and one employee who is an apprentice. I do a lot of hard to do stuff such as rebuilding transmissions, diagnostic work, some Euro cars. It has been very difficult to find a tech to work for what I can afford to pay and one that can do the work so I am thinking about a service advisor. I'm looking for ideas on different pay types for service advisors and any other input on this situation. I've been hesitant on hiring also because of the slow periods and uncertainty in the economy. It has been getting busier and I won't be able to work like this if it continues to get busier.

Dan Reichow Contributor

Dan Reichow

Posted
Posted

You need to figure out which is best for your business plan , hiring an service advisor can make or break your business. You have explained you do a lot of the expertise of your reapir side , can you hire yourself to do the mechanical. It still will be hard to leed when you are busy with the wrench's. Thier are many dedicated s/a's but you own the buisness and not being at the counter will not build boneding and committment that a business neeeds to servive today's competition.

I hate the frt , but it was a decision after taking ATI training that was needed for our business model to servive. I loved wrenching and was an excellent tech. By changeing and getting the owners up frt we have increased revenue and stabilized profit. We still have hard work each day due to the economy. The roller coaster effect is an cop out for slow times , need to make a bwetter marketing plan if you still have a roller coaster effect.

This may be harsh but most shops wait for work to come in , We aggressively seek work every day.

 

Thanks Dan R.

Gary A Community Regular

Gary A

Posted
  • Author
Posted

Thanks for the respnose Dan. Part of the reason for a service advisor is when I need to be away from the shop I must close up or I have left my apprentice there for a few hours if I have to. I would like business to go on if I have to be away. If I have a service advisor with tech experience and an apprentice I could leave if I have to. Right now everything depends on me.

You need to figure out which is best for your business plan , hiring an service advisor can make or break your business. You have explained you do a lot of the expertise of your reapir side , can you hire yourself to do the mechanical. It still will be hard to leed when you are busy with the wrench's. Thier are many dedicated s/a's but you own the buisness and not being at the counter will not build boneding and committment that a business neeeds to servive today's competition.

I hate the frt , but it was a decision after taking ATI training that was needed for our business model to servive. I loved wrenching and was an excellent tech. By changeing and getting the owners up frt we have increased revenue and stabilized profit. We still have hard work each day due to the economy. The roller coaster effect is an cop out for slow times , need to make a bwetter marketing plan if you still have a roller coaster effect.

This may be harsh but most shops wait for work to come in , We aggressively seek work every day.

 

Thanks Dan R.

Dan Reichow Contributor

Dan Reichow

Posted
Posted

Thanks for the respnose Dan. Part of the reason for a service advisor is when I need to be away from the shop I must close up or I have left my apprentice there for a few hours if I have to. I would like business to go on if I have to be away. If I have a service advisor with tech experience and an apprentice I could leave if I have to. Right now everything depends on me.

 

 

This is a rough position we all have been thier starting out. One thing tech experiance is not your best sales person on front counter we have found.

Gary A Community Regular

Gary A

Posted
  • Author
Posted

I have been through quite a bit of training myself and have been looking for a tech for a few years now and it has been very hard. Been through a few. It might be because I started out my business a s transmission specialty shop, one day I am rebuilding transmissions another I am diagnosing and another doing engine work etc. Its hard to find someone who can do it all. As far as the easy work brakes, front end etc I hate to compete and lowball for the work that everybody wants. I could use more of that work though.

This is a rough position we all have been thier starting out. One thing tech experiance is not your best sales person on front counter we have found.

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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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