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Posted

I have been back and forth over the past few weeks about my shop management software. Currently we are using Shopkey5 aka Mitchell1 manager. After speaking to my rep and some back and forth, I decided to give the new Mitchell1 Enterprise aka Protractor a shot. I began integrating and training on the protractor software back in March, and I do like a lot of it. However we were supposed to go live today and begin using only this software. We have invested a lot of time and money into the software at this point, and I am beginning to have some serious doubts.

 

The Protractor software is very robust, but also tedious. There are a few things that it falls short on, so far the service writing portion of it seems very lacking to say the least. We are about half way through the training and it does not seem like it will be a good fit at this point. However, I still have not given this a fair shot, and plan on working with it some more before making a final decision. I sent an email to some of the people I have been working with tonight expressing my concerns and hope they will find a way to address them. I feel that there have been too many instances at this point that I am having to settle. Honestly, for the price tag, I would have thought this software to be gods gift to shop management.

 

I am now thinking I moved to quickly to a new management system, and should have given Shop key 5 a better shot by upgrading to the quick books integrator and inventory system. I can work through the shop key service writing at an incredible pace, and do it in a really nice way for the customer with the use of sub estimates. I think it is very nice to have pick and choose packages, and the customers seem to like this, we also have a very high rate of success with our up-selling because we take the time to estimate multiple scenarios and show customers savings with over lapping work.

 

Another fail of the protractor is the limited catalog integration. We use Worldpac a lot (average 8K per month). While it does integrate with Worldpac, it is very limited and "glitchy". For instance, in a ticket that has 10 part lines, most of the lines will not be found when interrogating Worldpac, and then if we launch the speed-dial application from the software, the parts must be brought back in one at a time.

 

We have not gone into the training for administration, but at this point I am very concerned about investing any more time into this. Bottom line is this program feels very outdated and not quite capable of dealing with complex estimating. Every process that needs to be done requires at least a few additional steps vs how we deal with it now.

 

Any insight on management programs would be a great help, specifically these two. Please bear in mind we only work on European cars and a lot of the work is performance oriented. We do heavy repair including manufacturing of our own parts. Thanks.

Posted

I have been back and forth over the past few weeks about my shop management software. Currently we are using Shopkey5 aka Mitchell1 manager. After speaking to my rep and some back and forth, I decided to give the new Mitchell1 Enterprise aka Protractor a shot. I began integrating and training on the protractor software back in March, and I do like a lot of it. However we were supposed to go live today and begin using only this software. We have invested a lot of time and money into the software at this point, and I am beginning to have some serious doubts.

 

The Protractor software is very robust, but also tedious. There are a few things that it falls short on, so far the service writing portion of it seems very lacking to say the least. We are about half way through the training and it does not seem like it will be a good fit at this point. However, I still have not given this a fair shot, and plan on working with it some more before making a final decision. I sent an email to some of the people I have been working with tonight expressing my concerns and hope they will find a way to address them. I feel that there have been too many instances at this point that I am having to settle. Honestly, for the price tag, I would have thought this software to be gods gift to shop management.

 

I am now thinking I moved to quickly to a new management system, and should have given Shop key 5 a better shot by upgrading to the quick books integrator and inventory system. I can work through the shop key service writing at an incredible pace, and do it in a really nice way for the customer with the use of sub estimates. I think it is very nice to have pick and choose packages, and the customers seem to like this, we also have a very high rate of success with our up-selling because we take the time to estimate multiple scenarios and show customers savings with over lapping work.

 

Another fail of the protractor is the limited catalog integration. We use Worldpac a lot (average 8K per month). While it does integrate with Worldpac, it is very limited and "glitchy". For instance, in a ticket that has 10 part lines, most of the lines will not be found when interrogating Worldpac, and then if we launch the speed-dial application from the software, the parts must be brought back in one at a time.

 

We have not gone into the training for administration, but at this point I am very concerned about investing any more time into this. Bottom line is this program feels very outdated and not quite capable of dealing with complex estimating. Every process that needs to be done requires at least a few additional steps vs how we deal with it now.

 

Any insight on management programs would be a great help, specifically these two. Please bear in mind we only work on European cars and a lot of the work is performance oriented. We do heavy repair including manufacturing of our own parts. Thanks.

 

I switched from Manager plus 13 months ago to manager Enterprise. I am still learning this system it is difficult but it is very flexible and i have grown to like most of it. I am still having problems learning the accounting side of it. I have used R.O. Writer, Manager Plus and Enterprise and I think Manager Plus is the easiest and has the best support system. Enterprise has a tough learning curve but does a lot of stuff. I mainly switched because I wanted to separate my tire sales from my parts sales and Manager plus would not do it. All programs have thier strenghts and weaknesses. If you want to talk about it call me sometime. Work #423-472-6900. Tony Gobble

Posted

I have also used both R.O.Writer, Manager, and Protractor a bit. Mitchell Enterprise is licensed Protractor from Canada, and very strong for multi shop locations and different levels of work stations.

 

Take a look at Manager SE or Manager Plus SE (Inventory). I believe they are on 6.4 now. It has some additional features and easy catalog integrations. It's more robust with new features over regular 5.9 manager. Protractor is nice, but pricey and a bit too windows explorer layout fo me.

 

http://www.m1products.net/sms/managerse/upgrade.asp

 

http://www.seupgrade.com/

 

What's new in Manager/ManagerPlus SE 6.4

 

•Microsoft Windows® 7 and 64-bit operating system compatibility.

•SQL database allowing wireless connectivity.

•In addition to all the online parts catalogs available in Manager 5.9, Manager/ManagerPlus SE also integrates with many new catalogs including CARQUEST WebLink v2, Autoi (often used by Federated Auto Parts), and the MORE catalog for ordering factory dealership parts.

•VIN decoding through CARFAX.

•Integrated credit card processing.

•Quick access buttons to tab between Management system and OnDemand5.com / ShopKey5.com.

•Integrated e-mail function for easy e-mailing of estimates, repair orders, and invoices to customers.

•Custom Shop logo printed on estimates, repair orders, and invoices.

•WIP (Work in Progress) - Columns are easily sortable, searchable, and can be dragged and dropped into place.

•WIP (Work in Progress) – Individual cells can be edited on the fly.

•User definable vehicle notes categories.

•Repair Order locking to prevent two users from editing the same record at the same time.

•Online Help system and Training Videos.

•Installation and lease license extension performed via internet.

Guest Bay-masteR
Posted

That is quite a dilemma. If interested, I do know of a program that is user friendly, works well with WorldPac among other integrated suppliers and Quickbooks Pro. Not only that, they convert Mitchell users at no charge so you would be able to switch your customers/vehicles and vehicle history. No contracts either. Let me know if you want any more information.

Posted

thanks for the input guys. After sending the email to all the people at enterprise support, we had a large conference call addressing my concerns. Basically, it looks like i am going to have to deal with the shortcomings in service writing, but i should recoup that time in administrative functions. We will see how it pans out. Thanks.

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  • Have you checked out Joe's Latest Blog?

         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?
      Another factor that we are all well aware of is the complexity of the modern automobile. When I started, the work was mostly physical, and you were required to master essentially three vehicle models: General Motors, Ford, and Chrysler. Let's fast-forward to today. The evolution of automotive technology, along with the extensive training and tools required, has outpaced the typical technician's pay compensation, with no clear career path. Again, leading to frustration and insecurity about the future.
      Here is the bottom line: people don't leave their job; they leave their experience. We must do a better job. 
      The News Isn't all Bad; Your Next Steps to Fix the Technician Shortage
      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.
      First, shop owners must become better leaders and understand that their ultimate success is directly dependent on the people they assemble around them. Any shop owner who mistakenly believes they can build an empire solely on their abilities is destined for serious disappointment. Business owners who think like this will eventually plateau. Without the collective contributions from a team of qualified people, your business will stall; it will not continue to grow.
      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. 
      Our future is dependent on young people entering our industry. We need to give more young people opportunities. Every shop owner across the country should consider hiring an apprentice, then build an apprentice training plan and career path for them. If every shop did this, we could solve the technician shortage within five years. Get involved with the trade schools and high schools in your area. Look into the NAPA Apprenticeship Program. Don't sit on your hands with this one. Do it today.
      Lastly, don't get left behind. Commit to ongoing training for all your employees. Keep up to date with tools and equipment tailored to your business model. Don't try to be all things to all people and all vehicles. Identify your core profile customer and the vehicles they drive, and become an expert on those vehicles and the services you offer.
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