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Anyone Tried Groupon?


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I focus on referrals from my sales force (customers and anyone i come in contact with) I look for any excuse to give the customer that is at my shop a 10% discount up to $50.00 off. I pass out donuts to local businesses ,flowers to the ladies and $20.00 off coupons to anyone. B)

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  • 2 weeks later...

Groupon is just ok in my opinion. True you can get some good business, but you need to make sure that you are in an industry where customers plan on coming back instead of just a one stop shop. Thank goodness for the industry that we are in, customers need to keep coming back to maintain their vehicles. Even though I have that working for me, I need to make sure that I have good relationships with every customer. It doesn't matter if they are new or not. Like Joe had mentioned in another post "build relationships, not customers".

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  • Have you checked out Joe's Latest Blog?

         0 comments
      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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