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Selling Automotive Diagnostic Work


Dr.Dave

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Hey guys its been awhile since I posted I finally got my shop up and running,so I've been real busy learning the ins and outs.I need to get help with some ideals for selling diag/computer /ck engine lights.I know its not ideal work ,but hears the deal for some reason i.m getting a flood of "can you check my ck engine light?"now being new I don't like to turn away customers ,there all new customers and I have had alot of expeirence and luck fixing them knock on wood.Buy I'm not so good that it doesn't take awhile i try to be through so it takes awhile .I need a up front pay menu and stradagy alot of these car have multple code and multi problems the people arn,t getting them looked at right away.Somtimes I fix one system and let the costomer take it and a diffrent code comes back but now the fix is more obvious,those people didn,t get a another diag charge just the fix charge and they were ok w/ that.Is that Is anybody rnning into this and or have some Ideals I could incorperate?

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This is an interesting piece by Mitch Schneider on diagnostic charges:

 

http://www.autocarepronews.com/Article/80377/mitch_schneider_at_any_rate.aspx

That is a great artical with some new and reinforced ideals, think I'm almost there.But I need some more help selling it up front .It seems like poeple have a hard time paying for what they don't know,or they got burned before,seems they think most shops don't have the experience that it takes.I have experience and equiptment and Idenifix that seems to stream line diag time but still I know somtimes it can take a while to get into some weird problems.As a tech we always tryed to keep the diag open or first we need to fix this symtom/system first type approuch ,but dealing with costomers/money I'm not sure of the best way.My shop has a advance auto that checks obd11 codes free.Somtimes I think I should start with the 1.5-2.0 hrs to cover my time and somtimes I wonder if I should start with .5 hr to just look and let them know that I can get them a direction and hopfully sell the diag. now that I what the poss causes are and what I might be looking at as fars as tests.Any input guys

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  • Have you checked out Joe's Latest Blog?

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      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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