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Share Good News and Sales Records With Your Staff


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Good point Joe, excellent idea.

 

If there's one thing that I can say for myself (and I'm sure others will agree) "The thank you at the counter is only complimentary. It would be nice for a customer to call back and tell you how well you've done, but get something wrong and the phone rings right at opening time. If we...as the professioanl repair guys and gals, would share our experiences and compliment each other on a job well done, I think a lot of us could go home knowing... hey, somebody out there appreciated our efforts."

 

Another on the spot commentary from Joe... We could all learn a thing or two from him.

 

Gonzo

Share Good News and Sales Records With Your Staff

 

Any time your shop has an exceptionally busy week and one that is profitable, you need to share this with your techs and staff. It's not important that you share the numbers if you don't want to, just bring the staff together and simply saying thanks for a great job shows that they know you really appreciate their efforts. Everyone needs praise and recognition, sometimes more than money.

 

When customers go out of their way to compliment you or your shop, your staff needs to know this too. Employees need to know that the work they do does not go unnoticed. Too often, the only time employees hear any news is when it's bad. Improve moral, highlight the good that happens. Trust me when morale is up, sales will go up…that I can promise.

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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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