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Hey Adjuster, your estimate is way off!

Joe Marconi
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Gary A Community Regular

Gary A

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[quote name='Joe Marconi' timestamp='1335710811' post='12506')

There needs to be a balance and fair monetary agreement between the insurance company and the repair shop or body shop. Insurance companies go through great lengths to insure they are profitable. They do not loose and will adjust their prices upward to insure their profit each year. We in the repair industry need that same consideration and respect.

I never thought of it that way before but I couldn't agree with you more!

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Gonzo Grand Master

Gonzo

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I work with a lot of bodyshops and go through the same thing all the time. The insurance company's reaction sometimes is quirky at best. But, I use the same line you use Joe, "Your insurance customer became my customer the minute they walked through the door. Unless the customer wants to go somewhere else for repairs, it looks like you (the insurance company) are the only one causing a problem here."

 

Side note.... extended warranty companies. GrrrrrrRRRR.... enough said there.

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Gary Childs Explorer

Gary Childs

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How the insurrance companys have got away with this is body shops depend 90% on insurrance jobs and they can dictate what they will pay to get those companys to try to steer work to there body shop. We do not have to much isurance work come in but when it does I always prepare before hand and go very high with all the quotes and play there game to met a middle road. I'll look in all 3 major times books and use the highest etc. Seams to work out most the time. Service contract companys on the other hand are mostly snakes and we deal with them the same way and see what they will pay. If they do not pay what we need I go to the customer for stortages. I do not sell service contracts, I did not make any money selling the service cntract so I do not plan on losing money servicing there contract holder. There are few good contract companys out there but far a few in between.

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  • Have you checked out Joe's Latest Blog?

    • Joe Marconi
      Want to End Your Technician Shortage? Focus on Retention!
      By Joe Marconi in Joe's 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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