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Today's Workforce different from What I remember


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Joe, being one of your kids generation (I was born in the last 70's) I agree with you. My generation and for that matter my kids generation does seem to value their free time more. Maybe its a lack of work ethic or laziness or maybe its the fact that jobs today pay better and kids don't need to work as hard for the same money. I like you had two jobs all of my adult life and now that I "only" have one job (which takes most of my waking hours) so I have no idea what free time even is.

 

I do know that if you as a shop owner don't bridge the gap between you and the next generations your business will suffer. You have to be able as a business owner to adjust to your customers this also applies to the people you hire. The same ideas, thoughts and expectations apply just in different roles.

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Being fairly young myself (age 26), I can give an account on my growing up experience. First off, I grew up on a small farm, my dad worked and mom stayed at home. I began work at age 14 giving banjo lessons at a music store after school to start saving for a car. My buddies wanted me to hang out but I instead went to work. I then took a job turning wrenches at a John Deere dealer at 16 to learn mechanical basics. My grandpa told me before he died when I was 15 to pick a trade, become skilled in it, and I wouldn't go hungry. So I tried to follow his advice and planned my high school and vocational school career in the automotive field. The guys I went to high school with goofed off, performed poorly in whatever class they could just get by in, and took jobs doing something they could maintain a party lifestyle in. The females had a tendancy to take the more academic classes and did really well in school, not to offend anyone by saying this, but it seemed as though the school system pushed them harder and most females I know from school ended up in really good careers with nice paychecks to go with it. In trade school, the population was 95% male. Most of the students were unruly, didn't put an effort into the training, and were allowed to pass their classes with poor grades. How did this happen? They had an entitlement attitude and felt because they had paid to go to school there, they should be allowed to get the degree, thus making the guys who worked to accomplish, not look any more spectactular than the general population of attendees. But, the root of the problem started way before trade school. I'll go as far back as elementary school being a problem. Kids in class would act up, get in trouble and the parents would be notified. Instead of the parents enforcing some disipline (mine was in the form of a 2" wide piece of leather), they instead go to the school and yell at administrators saying that their perfect little snowflake did nothing wrong and nobody gets in trouble. Teenage years come up, they recieve a new car. The first speeding ticket gets issued and mom and dad pay an attorney to get them out of it. Now, the guy is 25 years old, living at home, no job, no rules, and no work ethic or life lessons have been gained. I can think of the guys that are my own age that I've worked with in the industry who wonder why they don't make money. They squeaked by in trade school and thought they knew it all, never investing in additional training or taking ASE tests because it interefered with the draft specials at the local bars on that night. Just look at IATN, it's a bank of knowledge for a small fee, and the amount of folks in my age group that visit the site are few. I guess Jersey Shore is more interesting than Right to Repair or learning about changing technology? The young guys I worked with at the dealer would get mad when they rolled into work at 8:05 and didn't have a work order because I got there at 7:30 and hoarded them up. Maybe if dad would have given them chores on a Saturday instead of letting them play soccer in a league where EVERY kid got a trophy for just showing up to the game, they would have known that the REAL world isn't fair and you have to put forth an effort to get ahead. I'm not knocking sports, because learning teamwork is important, but maybe if the players who performed the best were the only ones to get the trophy, the weaker ones would have learned to practice and get better and that not everyone wins. I'm not trying to say I'm better than these folks. I was just fortunate enough to be raised differently. I am thankful for what my parents believed and taught me and that I can see the faults of my generation. That is why I register on trade forums, instead of occupying some movement.

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  • Have you checked out Joe's Latest Blog?

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      I recently spoke with a friend of mine who owns a large general repair shop in the Midwest. His father founded the business in 1975. He was telling me that although he’s busy, he’s also very frustrated. When I probed him more about his frustrations, he said that it’s hard to find qualified technicians. My friend employs four technicians and is looking to hire two more. I then asked him, “How long does a technician last working for you.” He looked puzzled and replied, “I never really thought about that, but I can tell that except for one tech, most technicians don’t last working for me longer than a few years.”
      Judging from personal experience as a shop owner and from what I know about the auto repair industry, I can tell you that other than a few exceptions, the turnover rate for technicians in our industry is too high. This makes me think, do we have a technician shortage or a retention problem? Have we done the best we can over the decades to provide great pay plans, benefits packages, great work environments, and the right culture to ensure that the techs we have stay with us?
      Finding and hiring qualified automotive technicians is not a new phenomenon. This problem has been around for as long as I can remember. While we do need to attract people to our industry and provide the necessary training and mentorship, we also need to focus on retention. Having a revolving door and needing to hire techs every few years or so costs your company money. Big money! And that revolving door may be a sign of an even bigger issue: poor leadership, and poor employee management skills.
      Here’s one more thing to consider, for the most part, technicians don’t leave one job to start a new career, they leave one shop as a technician to become a technician at another shop. The reasons why they leave can be debated, but there is one fact that we cannot deny, people don’t quit the company they work for, they usually leave because of the boss or manager they work for.
      Put yourselves in the shoes of your employees. Do you have a workplace that communicates, “We appreciate you and want you to stay!”
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