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Going 6 Rounds with the Insurance Adjuster


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  • 2 months later...

When I was young and paying my way through school i managed a body shop and they are all like that. Dont let it fool you. THey can do the right thing but make more money but cutting corners. They would rather spend 2 hours looking ofr a used part just to save $5. They also hate having to add stuff later. Ins is the biggest rip off ever. The owner of the buisness i ran told me that back east it was common for ins adjusters to take cash on the side to write estimates as you saw fit? He owned back there for a long time also

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Do you guys also deal with those third-party warranty providers much? Being a growing shop, we tend to take whatever is out there. We seem to get quite a bit of business from these providers clients and, although I have not done much insurance work, I can't believe insurance adjusters could be worse than them.

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I do alot of the warranty companies they are typicall ins companies in alot of ways. And like others have said there are good and bad. I get approval fromt them and waht they cover then let the customer know before repairs that this is what is covered and this is what will be your responisbility. Most of them dont cover it all. A few times iv had them send adjusters to check it out for them selves and take pictures etc. If this takes your time i recomend charging for it.

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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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