Quantcast
Jump to content

Recommended Posts

Posted

How Bout' Friday?

 

A rather slow week at the shop turned into a very interesting one. With the economy slowing things down to a crawl, it's understandable that people can't afford to have their cars in for repair like they should, and regular maintenance is usually not that high on the list of things to be concerned about.

 

Of course, the customer can always have an issue with the cost. Sometimes, it's not the cost of the repair, sometimes it's the cost of dealing with that certain type of person. Either my sanity or my patience is going to be tested.

 

Financial worries aside, I find common sense is the one thing that tends to get thrown out the window with some regularity when it comes to mixing the customer and the car together. Let's see what you think of this latest ditch-dodger of the public highways.

 

This dude has raised the bar of stupidity to a level that I don't think anyone else will ever obtain. I'm pretty sure this gear grinder didn't have all 4 tires on the ground.

 

A Dodge Intrepid was on the "hook" apparently, a "no-start" condition. It was supposed to be at the shop that afternoon, but that's not quite how it happened, more like 3 days later. No phone call from the owner in the past 3 days to let me know what the delay was or a heads-up that it was getting towed in today.

 

The battery was totally shot. If you've ever changed the battery on one of these you know what I mean when I say it's a pain. (I think the engineers should explain this to the customers when it's time to replace the battery instead of me having to telling them.) This isn't an "in/out" job… oh no, not these cars… a couple of panels and some tight places to get your hands into. Wonderful fun, just love this job. Ya think they could design a better place to put the battery. Why did they put it there? I can hear the engineers talking:

 

"Oh, let's make it harder to change than it needs to be, you know those batteries never need regular service. Why it hardly ever needs replaced so let's put it in a cavity in front of the tire with a little plastic panel where all the road salts and dirt can't effect it at all."

 

The big problem might have been the battery replacement, but then again, it's not. It's the owner. With the tow charge, battery install, and the cost of the battery all added up, the only thing left to do was to get this road-jockey back in the saddle. I gave him a call he answered.

 

"I'll get back to you."

 

"I'll get back to you…" went on for another week of sitting in the shop. Now, I normally don't keep cars this long without getting riled up over the space it takes up in the shop. I tried to call but he would never answer. I didn't want to leave it outside, and it never failed, the shop was getting busy and the old Dodge would end up in the way more times than not. Then, another week went by, and so far the owner hadn't called back or returned any messages I left.

 

Finally, on a Monday, 2 weeks after the car had been brought in, the customer finally called.

 

"How much was the bill?"

 

I gave him the total once more, and a complete run down on the test results. He seemed to understand, and I wasn't expecting any problems from here on out. I should have known better than that, this isn't the first time I've been stuck with a car in the shop.

 

"Can you have it done today?" he asks.

 

"Sure can," I told him, (Of course it was already done, how else could I have had moved the car for the past two weeks.)

 

"I take it you'll be picking it up today? It's been here for 2 weeks already you know."

 

"OK, well… how about Wednesday? Can you have it done then?"

 

Now how did Wednesday enter into the conversation, must be an issue of when he can get a ride, or maybe his financial situation is in jeopardy till Wednesday.

 

"It's been here for 2 weeks, which should have been plenty of time for you to pick it up or decide on what to do. You never returned any of my calls, and I don't have room to just keep moving your car around and around. Besides the fact I kept it inside at night for security purposes."

 

"Do you charge for storage?" he asked.

 

"Yes I do, but if you make an effort to pick it up today I'll wave the storage fees."

 

"OK, so you can have it done by today, right, and if I pick it up today you won't add any storage charges?"

 

"If you pick it up today, I don't see a problem with that. I need the room in the shop." I told him.

 

This is great, I'm thinking to myself: "I'm going to finally get this thing out of here."

 

Then he blurts out the most unusual request I've ever heard:

 

"OK, How about Friday?"

 

How in the world did we go from Wednesday to Friday all on a Monday? Has this curb-hugger just had some drastic change of events again!

 

"Uh Sir, that would be even more additional storage charges." I told him.

 

"What's the storage charges for?" with a questioning tone, as if he never heard a thing we were talking about earlier.

 

Did this guy really pass a driving test, or did he just find his license at the bottom of a box of breakfast cereal? I can't tell if this guy is joking or if his gears are stripped.

 

I'm pretty sure this guy couldn't take a loan out to pay attention. I'll bet when his driving instructor said, "Back up." he moved the seat. The way he answered questions with questions just didn't make any sense.

 

I'm not sure what's going on, but before we finished our conversation on the phone I was left with the impression he was going to be picking it up today to avoid any storage charges.

 

Now wouldn't ya know it? After the car sat in the shop for two weeks, and without a word from this ditch-dodger, he shows up at the shop 30 minutes after I hung up the phone.

 

I'd like to think that the rest of this guy's life is going to be better than this. After personally meeting this dip-stick it wasn't hard to tell he didn't have things hitting on all cylinders. What a goober… I'm just glad he's out of my shop and back out there in the world.

 

You know, if a psychologist ever wanted to do a case study on the real world, come on down to the shop.

 

Stick around for awhile, and you'll see all you'll ever need to see.


View full article

Posted

As with most of my stories... YES it is the same where ever you go... I just bring it to light by writing about it in my column. One of these days I'll tell the story of "Tito" the forgetful customer --- (His car sat outside for over a year before he finally came to get it) I like yours about "what time to ya close" good one Joe.

 

Great comments guys... always good to know I'm not the only one. LOL Gonzo

 

 

Gonzo, I can top that. We had a Subaru towed in last November, new customer with a no-start. We diagosed the car and repair it the same day.

 

Every day the the customer would call and asked, What time do you close?" Well, after six weeks of this he finally arrived at the shop, gave us half the money for the repair and did not pick up the car for another 3 weeks!

 

Is it that bad out there?

  • Available Subscriptions

  • 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.
  • Similar Topics

    • By nptrb

      Premium Member Content 

      This content is hidden to guests, one of the benefits of a paid membership. Please login or register to view this content.

    • By carmcapriotto
      Thanks to our Partners, NAPA Auto Care and NAPA TRACS Watch Full Video Episode Host Carm Capriotto welcomes Chris Lawson, founder of Technician Find, to discuss one of the biggest challenges facing independent auto repair shops today: finding and keeping great technicians.
      Chris explains why many shop owners fall into what he calls "fire alarm syndrome," waiting until a technician leaves before starting the hiring process. That reactive approach often leads to rushed decisions, poor hires, and ongoing turnover. Instead, he advocates for an "Always Be Recruiting" mindset, where shops continuously build relationships with potential candidates long before they have an opening.
      The conversation explores practical strategies for becoming a destination workplace, creating a recruiting pipeline, and building a culture that attracts top talent in a competitive market.
      What You'll Learn Why reactive hiring creates costly staffing problems How to build a bench of pre-qualified technicians before you need them Why becoming "10-mile famous" can help attract both technicians and customers How culture-focused marketing can outperform traditional help-wanted ads The three things technicians value most: respect, growth, and compensation Why sign-on bonuses often fail and how to structure them more effectively Practical ways to engage passive candidates who are not actively job hunting Resources available through Chris Lawson's free online community for shop owners
      The best time to recruit a technician is before you need one. Shops that continuously market their culture, build relationships with local talent, and maintain a pipeline of qualified candidates are better positioned to grow, avoid staffing emergencies, and create a workplace where top technicians want to stay. Recruiting is no longer an occasional task. It is an ongoing business strategy. Chris Lawson, TechnicianFind.Com Love your shop? Stay, but stay ready. Auto techs join to level up, find good shops, and keep tabs on top indie jobs nationwide. Techs only. No BS. Independent Wrench Jobs: https://www.skool.com/independentwrenchjobs Finding Technicians Part 1- Chris Lawson [RR 803]: https://remarkableresults.biz/remarkable-results-radio-podcast/e803/
      Finding Technicians Part 2 – Chris Lawson [RR 816]: https://remarkableresults.biz/remarkable-results-radio-podcast/e816/
      Technician Attraction Blueprint [RR 921]: https://remarkableresults.biz/remarkable-results-radio-podcast/e921/
      Attract, Develop, and Retain Top Automotive Talent [CC 113]: https://remarkableresults.biz/remarkable-results-radio-podcast/cc113/
      Beyond Babysitters: Developing Strong Managers and Financial Transparency [RR 1076]: https://remarkableresults.biz/remarkable-results-radio-podcast/e1076/
      Thanks to our Partners, NAPA Auto Care and NAPA TRACS
      Learn more about NAPA Auto Care and the benefits of being part of the NAPA family by visiting https://www.napaonline.com/en/auto-care
      NAPA TRACS will move your shop into the SMS fast lane with onsite training and six days a week of support and local representation. Find NAPA TRACS on the Web at http://napatracs.com/
      Connect with the Podcast:
      Visit the Website: https://remarkableresults.biz/
      Subscribe on YouTube: https://www.youtube.com/carmcapriotto
      Follow on Facebook: https://www.facebook.com/RemarkableResultsRadioPodcast/
      Follow on LinkedIn: https://www.linkedin.com/in/carmcapriotto/ Follow on Instagram: https://www.instagram.com/remarkableresultsradiopodcast/ Join Our Virtual Toastmasters Club: https://remarkableresults.biz/toastmasters Join Our Private Facebook Community: https://www.facebook.com/groups/1734687266778976 Join our Insider List: https://remarkableresults.biz/insider All books mentioned on our podcasts: https://remarkableresults.biz/books Our Classroom page for personal or team learning: https://remarkableresults.biz/classroom Special episode collections: https://remarkableresults.biz/collections Buy Me a Coffee: https://www.buymeacoffee.com/carm   The Automotive Repair Podcast Network: https://automotiverepairpodcastnetwork.com/ Remarkable Results Radio Podcast with Carm Capriotto: Advancing the Aftermarket by Facilitating Wisdom Through Story Telling and Open Discussion. https://remarkableresults.biz/ Diagnosing the Aftermarket A to Z with Matt Fanslow: From Diagnostics to Metallica and Mental Health, Matt Fanslow is Lifting the Hood on Life. https://mattfanslow.captivate.fm/ Business by the Numbers with Hunt Demarest: Understand the Numbers of Your Business with CPA Hunt Demarest. https://huntdemarest.captivate.fm/ The Auto Repair Marketing Podcast with Kim and Brian Walker: Marketing Experts Brian & Kim Walker Work with Shop Owners to Take it to the Next Level. https://autorepairmarketing.captivate.fm/ The Weekly Blitz with Chris Cotton: Weekly Inspiration with Business Coach Chris Cotton from AutoFix - Auto Shop Coaching. https://chriscotton.captivate.fm/ Speak Up! Effective Communication with Craig O'Neill: Develop Interpersonal and Professional Communication Skills when Speaking to Audiences of Any Size. https://craigoneill.captivate.fm                                          Click to go to the Podcast on Remarkable Results Radio
    • By Joe Marconi

      Premium Member Content 

      This content is hidden to guests, one of the benefits of a paid membership. Please login or register to view this content.

    • By Riccardo

      Premium Member Content 

      This content is hidden to guests, one of the benefits of a paid membership. Please login or register to view this content.

    • By Riccardo

      Premium Member Content 

      This content is hidden to guests, one of the benefits of a paid membership. Please login or register to view this content.



  • Our Sponsors

×
×
  • Create New...