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Why Give Away Wheel Alignments?


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  • 1 year later...
I agree, shops that work on volume price their services low and when repair shops charge the price we need to we are seen as high. Then I find myself explaining why I charge more.

 

I have found that lowering the price of an alignment I am doing more, but I won't give it away. I find over the course of a day that the law of averages works in my favor. Sometimes it may take a while (Audis) but some alignments are done very quickly.

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  • 1 year later...

We personally run a $55 alignment special for most vehicles. We also give a free alignment with the purchase of 4 new tires. It was said above, and I agree, that alignments generate a ton of front-end work. It is also, in my opinion, the easiest to sell. The customer is typically in the waiting room (rather than a drop-off) and I can bring them out there and physically show them the issue. It is a strong selling point and a great money-maker.

 

I view alignments the same way as I do oil changes: A way to get a customer in the door, get their information in the database, and start them on a regular maintenance program.

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Do you think that due to increased competition, many shops are using more and more services as lost leaders? Major companies put items "On Sale" as a way to bring people thru the door, but the truth is the "special sale price" is still sold at a profit. Some times the promotional sales price is the actual price of the particular item. When we "give away" lost leaders as a means to gain a customer base, are we losing much needed profit?

 

I bring this up only to stimulate conversation, I want to hear from other shop owners and how they market lost leaders and other forms of marketing to bring new customers in.

 

 

Competition is certainly the driving factor for me. My main competitors in the area are larger shops or corporate chains. They spend quite a bit on advertising in both mail and radio. I can't afford to do as much of this but I do have a great location on a high traffic street. So I run specials like this to get people in the door. I run oil change, alignment, and free rotation specials all of the time and it really increases traffic and leads to bigger jobs. Because this shop is a newer location for me (just passed 1 year), I am more concerned with growth than I am with profit. My other locations (which sell only tires) generate the profit I need to run my overall business. Therefor, my main goal after break-even with my service location is to build my repeat customer base and increase overall community "buzz". I have found that, by doing this, I am building a loyal customer base and gradually attracting the more profitable jobs.

 

If this were my only location, and I was dependent on it for my livelihood, this strategy would never work. But, since I am able to do this, I feel it gives me a key advantage over my competition and will eventually allow me to grow to the point that I can eliminate some of these lost leaders and realize more profit.

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  • Have you checked out Joe's Latest Blog?

         5 comments
      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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