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Shop supplies,how much on what?


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What can you recomend as far as shop suplies.What % and on labor or on total ticket ? I do try to charge for small things like hose clamps and fuses and 1 can of brake kleen w,/ a brake job right now I charge 6.2% of total ticket up to $29 but I m thinking about making that on labor only to be competive and may be fair what do you think?

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I charge 8.01% on total ticket with a cap of $39.97. I have been doing this for over 1-1/2 and never had anyone complain about it. I have a list plainly displayed on the wall of what it covers. Anything that you would use more than once (brake cleaner, grease, ect) is what is covered under the shop supplies. Anything that is a one time thing (clamps, bulbs, ect) I charge on the ticket itself as a part.

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I charge 8.01% on total ticket with a cap of $39.97. I have been doing this for over 1-1/2 and never had anyone complain about it. I have a list plainly displayed on the wall of what it covers. Anything that you would use more than once (brake cleaner, grease, ect) is what is covered under the shop supplies. Anything that is a one time thing (clamps, bulbs, ect) I charge on the ticket itself as a part.

 

I like your conditions or differentiation on what is a shop supply. I too have never had a customer complain, but how many would and how many would just be quiet and mad? As for the list palinly displayed that can play many ways. Most people do not read signs regardless. Then there are those who woudl read it and go, "Well that seems reasonable, you didn'g use brake grease on my oil change but you did use chassis grease and shop towles, and half a jug of washer solvent." And then there are those who wouldn't have known, noticed or cared until they saw that you charge shop supplies.

 

And then there are so-called gurus who would tell you that it's a sin to charge shop supplies. It just shows that you are a bad manager because that should be figured into yoru labor rate and parts mark-up. And then other so-called gurus say you should absolutely charge shop supplies with a 10% minimum and mo upper limit. So no one really knows what is right for yoru shop, except for you, based on the feedback from your customers.

 

Regardless I either charge way too much by simply charging shop supplies or I don't charge enough, still can't figure out which.

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  • Have you checked out Joe's Latest Blog?

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      I recently spoke with a friend of mine who owns a large general repair shop in the Midwest. His father founded the business in 1975. He was telling me that although he’s busy, he’s also very frustrated. When I probed him more about his frustrations, he said that it’s hard to find qualified technicians. My friend employs four technicians and is looking to hire two more. I then asked him, “How long does a technician last working for you.” He looked puzzled and replied, “I never really thought about that, but I can tell that except for one tech, most technicians don’t last working for me longer than a few years.”
      Judging from personal experience as a shop owner and from what I know about the auto repair industry, I can tell you that other than a few exceptions, the turnover rate for technicians in our industry is too high. This makes me think, do we have a technician shortage or a retention problem? Have we done the best we can over the decades to provide great pay plans, benefits packages, great work environments, and the right culture to ensure that the techs we have stay with us?
      Finding and hiring qualified automotive technicians is not a new phenomenon. This problem has been around for as long as I can remember. While we do need to attract people to our industry and provide the necessary training and mentorship, we also need to focus on retention. Having a revolving door and needing to hire techs every few years or so costs your company money. Big money! And that revolving door may be a sign of an even bigger issue: poor leadership, and poor employee management skills.
      Here’s one more thing to consider, for the most part, technicians don’t leave one job to start a new career, they leave one shop as a technician to become a technician at another shop. The reasons why they leave can be debated, but there is one fact that we cannot deny, people don’t quit the company they work for, they usually leave because of the boss or manager they work for.
      Put yourselves in the shoes of your employees. Do you have a workplace that communicates, “We appreciate you and want you to stay!”
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