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Build a Successful Customer Retention Program


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  • 2 years later...

And, make sure your software can do those important marketing strategies.

 

Plus, actually answer the phone. I can tell you that there are a lot of shops that don't answer their phone ( I know because we call them on our follow up calls when they download our software .. of course maybe it's just us :)

 

But there are a lot of businesses that just don't answer the phone. People are always surprised when we answer our phone. And I'm always pleased to find out the other software companies don't answer theirs.... uh oh, just gave away our secret to success :)

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We just hired a part time receptionist to help with the phones. We also bought a phone system a few years back that will pick up the phone with a message after the 6th ring. We really don't like a computer automated person, but it's a lot better than not answering it.

 

Excellent article, Joe. Thank you for taking the time to type it all up.

 

I have been thinking a lot about hiring a relatively cheap receptionist to backup the service advisers. A live human answering the phone is MUCH better than someone hanging up without leaving a voicemail. What responsibilities do you give your receptionist? Do they estimate and/or book appointments? Or just a phone answerer that states, "We will call you back regarding this in 10 minutes."

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  • 2 years later...
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  • Have you checked out Joe's Latest Blog?

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      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.
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