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That's a good article that basically explains the importance of SEM. the days of throwing a page up and hoping to be found are over, especially when year over year, more and more people use the internet and search engines like Google, Yahoo, and Bing, to find the info they are looking for.

 

SEO (Search Engine Optimization) is not a clear science and can change when one of the big 3 like Google, changes it's search algorithms. But, basic optimization can be done to ensure you are not displaying irrelevent, bland information. Check out some of my blog entries: http://www.autoshopowner.com/blog/3-alexs-blog/ on SEM and SEO. I plan on adding some more entries into 2011.

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  • 2 weeks later...

Hey! I know the guy in that article!

 

I would hope that everyone is looking at more options to get more traffic to their websites. Organic/ SEO, Paid Search/ Adwords/ Pay-per-click, Link Building, Blogging, Social Networking, it's not a matter of which works better, it's all necessary to build an effective online strategy.

 

I'll be doing more articles for Tire Business in 2011!

 

Want more specific answers, post a question in here for us, we'll do our best to help.

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Welcome Danny! I have been reading some of your stuff. How did you find us?

 

 

I've known Joe for many years... and we are sponsors of AutoshopOwner.com ! We just haven't been able to engage regularly... Our corporate page for the resources section is ready, I just need to connect with Alex to get it posted.

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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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