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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?

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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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