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Windshield Replacement


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Hello everyone, I am looking for input from those of you that replace windshields. I have dealt with several local installers and they are all flighty and hard to deal with. I would like to find a source for technician training and a wholesale supplier in my area ( Ventura County in southern California.)

 

I've poked around on the net and haven't found much of any value, just links to all the glass replacement companies etc.

 

My shop is general repair and maintenance, so I have plenty of customers to market glass repair and replacement to, I do suspension repair, electrical and alignments for a couple of body shops, and they would like me to do their glass work also.

 

Thanks

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Water Proof And Self Adhesive

One of the easy way to find out who is actually good is to find out which companies the dealerships use. The headache of the paperwork for me is one of the reasons that keeps me from wanting to do glass replacement in general. I have a great local company that does them for me.

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  • Have you checked out Joe's Latest Blog?

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      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.
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