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2010 How was it for you?


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2010, wasn't a banner year in some respects. But it was a good one. 2011 looks even better. I may write a few more columns and I might do some more trade show apperances... but one thing will never change... I'm a damned good mechanic... that's where I'm most comfortable... despite what the general publics attitude towards this trade... I wouldn't trade my years under a hood for anything. That's where I'll be... till I can't do it anymore.

To all my ASO buddies... "Keep it between the ditches... and off the tow trucks!"

 

2010 is behind us and 2011 looms ahead. How was your year? What changes will you be making in thee coming year? I personally am working on some changes in the hopes of VASTLY improving from a 2010 standpoint.

After the "meltdown" and return to business in July I was supported and encouraged by everyone here at ASO. Thank You and I am looking forward to hearing whats in store for 2011. HAPPY NEW YEAR and GOD BLESS!!

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Yea, I remember old Jerry... he had some great stories... (one of my favorites was about the pig and the wheel barrow...LOL)

Thanx for your thoughts... Only time will tell... I'd like to think I would make a great trade show draw... you know, telling some of my stories with my usual flare. At least I'd know I'd have one audience memebr... LOL

 

Have a great year ! ! Gonzo

 

You also have potential to be a good humorous author and personality. Work on it and you can be the "Jerry Clower" of the automotive business. You do remember Jerry Clower don't you?

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We ended up just with just under 40% total sales increase for the year. This is with the addition of a new location. Same store sales were up around 20%.

 

We are starting a major advertising campaign in 2011. We have done little to no advertising in our first three years so this is uncharted territory. We started with a new website, setireco.com. We are also looking into some direct mail programs and also internet and social networking programs. We have had good response through Facebook in the past and are really looking to build on that.

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  • Have you checked out Joe's Latest Blog?

         5 comments
      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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