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Auto Parts Company Crosses the Ethics Line


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  • 1 year later...

Auto Parts Company Crosses the Ethics Line

 

Its one thing to open a parts store and do free check engine light scans, battery testing, battery installation in the parking lot along with wiper blades. And, although I don’t agree, I can’t stop a parts company from selling $11.00 brake rotors and $17.00 O2 sensors to the general public.

 

BUT, it’s another thing for a parts rep to come into my facility and ask my lead tech if he knows of a tech that is looking for a job scanning cars and testing batteries outside the parts store. Or, approaching my service manager and asking him, if he knows of a manager that might be looking for a job at one of the parts store.

 

This crosses the line and I am furious. The way they did too is underhanded and unethical. This rep came in my HOUSE and in a “round about” way was actually trying to recruit my top people.

 

Business is Business, but this not about business. I will never buy anything from this company, not even if they are the only parts company in the world that has what I need. I refuse to patronize a company that has the morals of a worm.

 

Just to set the record straight; my number one supplier has been and will always be CARQUEST. I do deal with other local companies as my second call. The part company I am referring to in this post is not NAPA, AutoZone, O’Reilly’s, Auto Parts International or Pep Boys. Nor is it a small local company.

 

 

once your guy saw what they were gonna pay him (even PT after you shop closes) he would have laughed. the store (AAP) wants you to know everything for nothing.

 

we have a part timer that works FT at a local shop, he works 8-12 hours a week for us, it helps with gas money for him, plus he can get insurance too. i do believe that he came to us though.

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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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