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Bob was an old regular customer, a real charitable kind of guy. He did a lot of work for, "Meals on Wheels, Churches," and several other organizations. A real caring kind of guy, but when it came to cars… he knew nothing, nothing at all.

 

One day he came into the shop with his early 80's Porsche with a weird starting problem. It would start great if you didn't shut it down for very long. Leave it off for more than an hour or so, and it would crank and crank before it came back to life again. Bob, being his usual cheerful self, waited in the lobby; while I took a look at his car.

 

That particular day my two daughters (Katie and Mandy) were on summer break from school, and were hanging out in the lobby while I worked in the shop. My wife was running the office at the time too; it was a little family day for all of us. Old Dad tooling away in the shop, the girls cutting out paper dolls, and mom keeping track of us all.

 

Bob was quite happy to help the girls cut out the paper dolls and draw faces on them. He seemed to enjoy the girls and there's no doubt the girls enjoyed the attention. I, on the other hand, was trying to figure out what was going on with his old Porsche. I spent a lot of time on this one, as it wasn't making any sense that it would run so well, but be so hard to restart. I checked several things that I thought might cause the problem, but still didn't have any answers. That is until I checked the fuel pressure.

 

On this older Porsche there wasn't a Schrader valve to screw a pressure gauge into. I had to remove a fuel line and install a pressure gauge "in-line" to read the actual fuel pressure. While it was running the fuel pressure was spot on. When I shut the car off the fuel pressure would slowly come down to its "rest" pressure and hold. I left the gauge installed, and went to work on other jobs in the shop, only coming back to it every now and then to see if it was dropping or not.

 

About 30 minutes later the fuel pressure was down to near zero. I reached in and turned the key. Strangely enough, the fuel pressure didn't bounce back up as quick as I thought it should, but after a couple of cranks the pressure was back up to normal and the car started fine. I knew to test this out further I was going to need a lot more time, so I thought I would run up front and see how much time Bob had today.

 

To my surprise, there was Bob sitting in one of the lobby chairs, paper dolls pinned to him from head to toe, and the two girls were not only drawing faces on the dolls, but also all over Bob. Up and down both arms were all kinds of scribbled notes. He was having the time of his life… laughing, giggling, with a smile from ear to ear. My wife had leaned over the counter about then and informed me the ink tattoos were a mutual idea between Bob and the girls. Hey, they were having fun, and Bob was content to sit out the rest of the day with the girls, so I was free to test all I wanted.

 

After several hours of trying different things to the car: clamping off the return line, letting it sit longer, checking the injectors for leaks, etc… I finally nailed down the cause of the problem. Another shop had just changed the fuel pump, and the new one didn't have the check valve on the end of it. I rushed into the office to tell Bob. He was still smiling, but not nearly as covered with paper dolls. Now they were drawing and telling stories. I had to interrupt their fun to let Bob know what I found. Being the ever-so-courteous individual he was, he didn't want to tell me he had the car out of town last week when it broke down, and had to have the new fuel pump put in.

 

I told him I'd take care of the problem, and that he could get back to his play time with the girls. After I exchanged the fuel pump with one that had the check valve it started every time, any time. Now the next thing to do was to explain it to Bob.

 

"What does a check valve do?" he asked.

 

I tried to explain it, but Bob wasn't grasping the concept. That's when one of my girls mentioned to him, "It's like a one way gate, Bob." (Smart kid) With that I had a way to explain it to Bob.

 

"Bob, let's say you have two corrals, one full of cows and one without any cows. You want to move the cows to the other corral so you have to open the gate. When you move the cows to the empty corral they can push the gate back open by themselves. But if you put them in the opposite corral, they can only push against the gate because it won't open from that direction. It's the same thing your car does with gasoline in the fuel line," I told my paper doll covered friend.

 

"Hey, I understand that… it makes sense now… so it's all because of cows that I'm able to start my car. Wow, I never knew."

 

You know, he's such a nice guy, and the girls loved having him in the shop. I didn't have the heart to tell him anything different. Cows, paper dolls, and his arms covered in little girl scribbles, there's already enough things going on that anything more technical wasn't going to help a bit, just leave it be. So if cows and a corral gate was a good enough explanation for him, it's good enough for me.

 

To this day if I pass a farm and I see a herd of cattle lined up at a corral gate I think of him. Standing there in the lobby, tattooed in ink scribbles and paper dolls pinned all over him. I know Katie and Mandy will never forget him either. He's one of a kind.

 

Quite a moo-oving guy.

 

 

I hope you enjoy my stories, if you do, leave a comment. It's the only way I know whether or not it's good enough to send onto my editors for publication. If you didn't know it, ASO members see all my latest stories before anyone else. Your input helps me put the final touches on the stories before they go out to the public.

 

So keep those comments coming. Don't forget to visit my website www.gonzostoolbox.com ENJOY! !


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Edited by Gonzo
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         0 comments
      The Technician Shortage Is Our Fault, And It's Time We Own It
      Nearly every day, I hear shop owners complain: "There's a technician shortage. We can't find qualified people. There's no one out there." If that's true, then who's to blame?
      The industry? The schools? The government? I don't know how you feel, but who promised us an endless supply of qualified technicians?
      Another common complaint is that young people do not want to work in the trades. Well, if that were true, then why are other trades such as HVAC, electrical, and plumbing growing? What are they doing that the automotive industry is not? 
      Here's the reality we need to face: We do have a problem, but we shouldn't look for someone or any entity to rescue us. Not the government. Not the trade schools. Not the recruiting companies. No one owes us a workforce. If we want great people in our industry, it's up to us. At some point, we need to own up to the truth: Building a pipeline of qualified technicians is our responsibility.
      In this blog article, I will break down the key reasons we are in this situation today and what we, as an industry, can do to solve the technician shortage. Are you ready to look in the mirror?
      Have We Pushed Technicians Away?
      Let's take a look at flat-rate pay. True flat rate, which pays a technician only for the hours they produce, is a controversial pay plan that emphasizes high production levels and creates a competitive work environment that, if not properly controlled, can lead to increased mistakes and a decline in morale and team spirit. Additionally, the stress and physical demands placed on technicians as they age are not favorable to long-term employee retention. What do we do with technicians as they grow older into their fifties and begin to slow down? 
      I have heard all the arguments and pros and cons of flat-rate pay, and I am not going to judge any pay plan. Let the facts speak for themselves. True flat rate has changed in most areas around the country and has evolved into a pay plan that gives technicians some pay guarantee.
      Many shop owners have learned that team morale, along with the opportunity to earn income, is important to technicians and to the company's long-term success. But let me ask you: how many technicians have left or been pushed out over the years because of the old flat-rate pay system?
      Another issue is the workplace environment. I remember being grateful to be hired as a young technician at a local repair shop. While very thankful, the work environment was not ideal. The shop owner kept the bay doors open year-round (I am from New York) unless it rained or snowed. He felt that if the bay doors were closed, customers might think we were closed for business. We had no heat and no hot water. Many of the jobs were done outside, year-round,  in all types of weather. The starting pay was minimum wage, with no benefits, sick days, or vacation pay. 
      Now, again, I need to point out that I was truly grateful for the opportunity this shop owner gave me. I learned a lot working there, and the experience was pivotal in my career. But looking back, I wonder how many people were discouraged by these working conditions?
      While the physical demands of the repair workplace are daunting, perhaps even more critical is the culture. Too many of my generation shop owners preached the mindset of "my way or the highway." We were the business owners, after all. We started our companies, took all the risks, and provided jobs. Why shouldn't we be the ones to set the ground rules our way?   
      Many of us found over the years that the "my way or the highway" mentality was a sure way to isolate employees and make them more likely to look over the fence for greener grass. In other words, it led many technicians to seek employment elsewhere, where they felt they could be appreciated and recognized for their hard work. The issue, however, was that there wasn't much green grass around. Disappointment after disappointment, bouncing from repair to repair shop, eventually led to despair. So, I ask you: were workplace conditions a contributing factor in today's technician shortage?
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      Here is the bottom line: people don't leave their job; they leave their experience. We must do a better job. 
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      To fix the technician shortage, it will take a combined effort from everyone in the automotive industry, particularly automotive shop owners. Shop owners are in the perfect position to make the greatest impact, not only on their businesses but also on the future automotive workforce.
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      Create a workplace that attracts top talent: a clean, professional, well-equipped facility designed to support productivity, teamwork, and a career, not just a job. Build a great reputation in your community by getting involved locally. Become the auto repair shop that people take notice of as "the" place to work.
      Next, shop owners must become more financially knowledgeable. Knowing your numbers and what you need to achieve for a strong bottom-line profit is essential to paying technicians the money they need and deserve. Profit will also allow you to compete with other trade industries by providing a benefits package that has real take-home value and security.
      When it comes to culture, this is where the rubber hits the road. People crave recognition, praise, and a sense of purpose. Despite what you hear, people are not just money-motivated. Once people feel secure in their financial situation, retaining and motivating technicians can only be achieved by connecting with them on an emotional level. You cannot show enough appreciation. Give out praise for a job well done as if your business depended on it, because it does.
      As technicians age, we need to have a place for them. Expecting a 58-year-old to perform like a 35-year-old is unrealistic. We need to be more focused on career pathing. Provide training, skill development, and coaching to develop leaders and mentors within our older workforce. While their bodies may have slowed, the knowledge they have gained is priceless. 
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