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Dog Gone It! - - - - - the vet and the dog, the mechanic and the car

Gonzo

By Gonzo
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Gonzo Grand Master

Gonzo

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Dog Gone It!

 

We had a little mishap at our house the other day. Our 7 year old Corgi named Gizmo got into a tussle with one of the other dogs, and broke his leg in the process. So much for my evening of relaxing; we’ve got to make a trip to the vet… ASAP! The only place close that was open was a large (as in barn yard) animal 24 hour emergency clinic. We’ve never been to this one, and didn’t know quite what to expect. But, we didn’t have much of a choice at the time.

 

The vet took Gizmo in for some x-rays. The vet was back with the pup in just a few minutes, and showed us the x-ray. From the looks of the film you couldn’t see a break. The vet said it might be, but couldn’t tell for sure. She suggested cage rest for a week or two, and see how he feels then. So we paid the bill, packed up our pup along with a few pain meds for his discomfort and headed back home. The next day I was still pretty worried about the little guy… something told me that vet didn’t look hard enough. I texted the wife on the way home and told her, “If he isn’t looking any better… I say we get a second opinion.” She agreed with me, and made a phone call to the breeder we got him from and asked them what we should do. By the time I pulled into the garage, she had the pup ready for a road trip to another vet, this time to one that was recommended.

 

When we got there I explained the whole thing to the new vet. This time the vet felt around the leg and said, “I think you’re right… I think it’s broken too.” The vet picked the little pooch up, and went back to take the x rays. It seemed to take forever compared to the first vet, but eventually she came out with the x rays and gave us the results. Sure enough… it’s broken. Now it’s time for some splints and a visit with the surgeon to see if it will need pinned back together, or whether or not splints will do the job.

 

As of now, poor little Gizmo is on meds, and complete cage convalescence. No running, walking, jumping and limited standing. He’s supposed to be on complete non-mobility status for 8 weeks. Then the cast comes off and re-evaluated.

 

Generally, I don’t write about personal family issues, but this time I saw something in this story that reminded me so much of the activity at the repair shop, so I had to make the comparison. First off, the original vet made a hasty decision without a complete diagnostics, (In my opinion) which led to seeking out another doctor. Now the second vet was not only more through with the evaluation, but was also a highly recommended referral.

 

Gee, that sounds just like what goes on at the shop.

 

There’s one thing I’d like to point out about this whole endeavor with little Gizmo and the first vet. I didn’t try to cross examine the doctor who said it wasn’t broken. I never asked for my money back, nor raised my voice in contempt. I paid the bill and got out of there. The only thing I lost was a little time and money; the vet on the other hand lost a future customer.

 

Each of these vets did what they thought needed to be done. Each of them arrived at a conclusion based on what they saw in their diagnosis. However, as the “owner” it’s still my judgment call. Because ultimately… I am the one who makes the decision on what repairs are going to be done.

 

Here’s something to think about: Did you ever notice when you’re in the doctor’s office there are all these plaques with diplomas, certificates of achievement, board certifications, and all kinds of awards? It’s a way for the doctor to introduce themselves before they even come into the room. As technicians we should be doing the same thing.

 

I used to tell this little riddle: what do you call a guy who barely passed his medical exams, and came in last during his internships, but squeezed by with a passing grade? A “Doctor”. But, at least he had to be graded by his peers, evaluated by a board of experts, and was tested over and over again to make sure he knew what he was doing. Not so in the automotive world. There is no board of experts that evaluate you or grade your performance. With the industry changing so rapidly and the technician’s skills changing as well, it won’t be long before more training won’t be optional, it will be mandatory in order to stay up with the technology.

 

Taking a page from the vet’s office I’ve started hanging all of my certificates up in the front office for all my customers to see. I think a lot of customers would like to see the achievements of their mechanic proudly displayed on the wall too. It might ease some tension that’s sometimes there when it comes to car repairs.

 

Just like a doctor, all the schooling in the world won’t make you a good doctor… experience and talent will. There is no better job training than experience, however it takes a lot of hard knocks and days under the hood to gain that experience. With the number of technical colleges, training facilities, and training conventions, there are numerous ways of bringing the new and old technicians up to speed much faster than the old “learn as you go” method of old. I, for one would like to see even more training and classes made available in the future.

 

I may not be a vet… I don’t set broken bones on little Corgis named Gizmo. I’m like a lot of guys and gals out there in the automotive world… I fix broken cars… I’m a certified, trained, and experienced mechanic/technician and … Dog Gone It! … a pretty darn good one.

 

After a day at the repair shop I spend my evening hours working on my columns while still trying to maintain all the household chores that need done. I never know which story or what topic the editors want to use to fill their pages. That's why I try to come up with a different subject line each week.

 

Your input helps decide which ones I try to push for publication. So... the more you tell me about it, the more likely it will go into my column. You get to see them first even before the editors do.

 

So keep those comments coming, always enjoy them. Gonzo

 

 


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Gonzo Grand Master

Gonzo

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Gizmo is in his travel cage with a big juicy bone from the butcher. I'm pretty sure he's not even concerned about his broken leg. Another 7 weeks of prison for him. Poor guy. He's a real friendly dog, except for when he is around other male dogs... then he wants to let everyone know he's the top dog. Dumb mistake this time...LOL

 

Thanks for asking and as always thanks for the comments. I'll have to admit it's a little different type of article... but you know... in some weird way... it works.

 

 

 

Great article, a little different, but I like it. I enjoy real life situations; it brings a little more reality to our lives and the parallel to our industry is right on target. I make comparisons to doctors all the time when I speak with customers. We are pros like anyone else. Glad you wrote this story, very uplifting!

 

Hope Gizmo is feeling better…

  • 3 weeks later...
Gonzo Grand Master

Gonzo

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UPDATE ON GIZMO

Last night the wife had him out in the front yard to do his business. He hopped to one side... and... snapped the other front leg in the exact same place as the other front leg.

The vet isn't sure until some tests come back but, he thinks it's a genetic bone structure problem. With his age and weight the deciding factor why it has shown up now.

The little guy is back on meds, pain killers and all. Now he can neither stand up, walk, or roll over.

What a way to spend my weekend. Another vet bill of course. fun fun fun! sad.gif

  • 1 month later...
Gonzo Grand Master

Gonzo

Posted
  • Author
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Final Update on Gizmo... (the reason for this article)

He had a vet visit today to see if the bones were healing... one leg had about 10% movement and the other had a "zero" healing effort. The vets best option was to put him down.

So as sad as it sounds we had to put him down today.

He would have been in pain the rest of his life and in a wheeled fixture to get around if we didn't do it. It was the best thing for him.

Gonzo Grand Master

Gonzo

Posted
  • Author
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Thanks Joe, it was the best thing, I know.

 

 

That's sad, sorry for your loss, but I agree...why make the him suffer. I know how pets can be part of the family. But you did the right thing.

  • 4 weeks later...
Gonzo Grand Master

Gonzo

Posted
  • Author
Posted

Thanks for your comments, it really is hard to live up to the respect and admiration our pets see in all of us. A big thank you to YOU and your pets as well.

 

 

Wishing you comfort and peace. Dog's are living unconditional love. Someday i hope to be as great as my dog thinks

i am. B)

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    • Joe Marconi
      The Technician Shortage Is Our Fault, And It's Time We Own It
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      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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