Quantcast
Jump to content









Would You Rehire an Employee?


Recommended Posts

We all have had employees that quit. Sometimes we are grateful, sometimes it makes an impact on our business and the recovery from that loss is an issue. I have mixed feelings about rehiring people once they quit. If the person left once, will they do it again? Is this a pattern and part of their personality?

 

I know of many businesses that have a No Rehire rule. And, I am inclined to sway to that opinion. But, it’'s not always that black and white. Sometimes a young person can be influenced by a smooth talking sales manager at a dealership and steal the tech. In time the job is not what is supposed to be and the tech is looking to return. Would we take this tech back, if he fit our culture, was a productive worker and a competent tech?

 

Let me know your thoughts…

Link to comment
Share on other sites

  • 1 month later...

depends... 2 possibilities :

- he left once, you can't rely on him for staying long

- he thought it would be better elsewhere, he went and tried it to find out it's way better at your place, makes him think twice if he has an offer from another place in the future (learning from that bad move experience)

 

 

in your case, you describe him as "fit our culture, was a productive worker and a competent tech", there would be no reason for him to seek elsewhere unless wage is much higher at that other place, but i'm sure you treat your employees right and make him comfortable in your working environment.

 

just before hiring back,

i'd ask him what are the reasons he left.....and that will tell you a lot on your future with him.

Link to comment
Share on other sites

depends... 2 possibilities :

- he left once, you can't rely on him for staying long

- he thought it would be better elsewhere, he went and tried it to find out it's way better at your place, makes him think twice if he has an offer from another place in the future (learning from that bad move experience)

 

 

in your case, you describe him as "fit our culture, was a productive worker and a competent tech", there would be no reason for him to seek elsewhere unless wage is much higher at that other place, but i'm sure you treat your employees right and make him comfortable in your working environment.

 

just before hiring back,

i'd ask him what are the reasons he left.....and that will tell you a lot on your future with him.

 

Your point about finding out the reasons why he or she leaves is well-taken. Sometimes we don't know. Is it money? Is it flex time off? Or something else? I guess it's all part of the process of continuous improvment. Thanks!

Link to comment
Share on other sites

We all have had employees that quit. Sometimes we are grateful, sometimes it makes an impact on our business and the recovery from that loss is an issue. I have mixed feelings about rehiring people once they quit. If the person left once, will they do it again? Is this a pattern and part of their personality?

 

I know of many businesses that have a No Rehire rule. And, I am inclined to sway to that opinion. But, it’'s not always that black and white. Sometimes a young person can be influenced by a smooth talking sales manager at a dealership and steal the tech. In time the job is not what is supposed to be and the tech is looking to return. Would we take this tech back, if he fit our culture, was a productive worker and a competent tech?

 

Let me know your thoughts…

 

If the employee was a good employee and never caused problems, I would rehire providing I had an opening and I tell them that upfront. Alot of youngsters need to learn lessons. We all learn from experience. I have only had 2 employees that haven't come back looking for a job and those 2 I would not take back anyway.

Link to comment
Share on other sites

  • 8 months later...

I know this is an older thread but my opinion would be to rehire. How many of us if asked by a younger tech if he should take a job with more money and better benefits would tell him NO? I believe people should do what's best for themselves and their family. Oh yeah, I would only take him back if he gave at least 2 weeks notice.

 

I just had a guy I was going to fire miss 2 days then when he came back he said he got a job at AMMCO and asked if he could use my truck to haul his box... I do not hide my opinions and let him know that you don't leave your shop hanging and then expect it to help you. I also know for a fax that he will want his job back and he will not get it.

Link to comment
Share on other sites

I guess you need to take each case on its on merit. I can tell you that of all the people that I have rehired thru the years, none of them really worked out. The issues that made them leave, for some unknown reasons, will resurface again and become a problem. I am not saying it can not work, but in my case, it has not.

Link to comment
Share on other sites

Create an account or sign in to comment

You need to be a member in order to leave a comment

Create an account

Sign up for a new account in our community. It's easy!

Register a new account

Sign in

Already have an account? Sign in here.

Sign In Now
  • Similar Topics

    • By carmcapriotto
      Honesty is always the best policy, but sometimes is it better to omit certain information to a customer? What if you make a mistake but make it right and eat the cost? Are there situations where you don’t divulge all that information to a customer? Let’s have an open discussion on ethics and your shop’s reputation.
      Matt Fanslow, lead diagnostician and shop manager, Riverside Automotive, Red Wing, MN. Matt’s previous episodes HERE Matt Fanslow Podcast: Diagnosing the Aftermarket A to Z Al Wright, John's Automotive, Cedar Rapids, IA Key Talking Points
       There are times when being completely open is endearing, but other times where it simply hurts the shop's reputation, and the client learning about it changes nothing. They aren't paying more for the service, they aren't leaving with an improperly repaired vehicle.  The issue/mistake/mishap can be kept in-house and learned from. It's not uncommon for us to "lie" by omission, namely when mistakes are made.  We don't call out the specific tech that erred.  That is to be frowned upon.  Unfortunately, we also seem to lie by omission by not calling out the specific tech when there's a victory or a job well done. Another situation MAY be just thinking out loud, which may not always be a good thing, or misdiagnosing a vehicle. What is the best way to fire a customer without damaging the shop's reputation?   In a small community, you have to be careful in your explanation to the customer to prevent the ripple effect.  Comebacks - every shop has them, and it's the first interaction when they return that makes all the difference in defusing a bad situation. Let the customers speak first.  Reputation isn't just a business transaction, reputation is just as important as community involvement. Shop culture can also affect your reputation. It's your employee for 40 hours of the week; what do they say about you and their peers the 80 hours a week?  
      Connect with the Podcast
       
      Aftermarket Radio Network
      Subscribe on YouTube
      Visit us on the Web
      Follow on Facebook
      Become an Insider
      Buy me a coffee
      Important Books
      Check out today's partners: Shop-Ware: More Time. More Profit. Shop-Ware Shop Management getshopware.com       Delphi Technologies: Keeping current on the latest vehicle systems and how to repair them is a must for today’s technicians. DelphiAftermarket.com
      Click to go to the Podcast on Remarkable Results Radio
    • By Eric Roberts
      Firstly let me say that I an just a regular guy from the UK who is the owner of a seven bay service centre/garage. I am not a financial expert. The dreaded inflation is upon us again. For the guys as old as me then this is nothing new. Back in the 70,s we had 15% inflation, but we all got by and lived for better trading days. Here in the UK we have always looked up to the USA because of your business prowess. So what do you guys look out as your worst enemy!
      When prices are going up then I find that the gap opens between rich and the poor's disposable income. So this question will effect garage owners in different areas. My garage is in a poor area with many immigrant families who drive cars. So this means we have to be more flexible with pricing. Finding out if your customer can afford that service ! For this reason we devised a three tier service pricing structure. This has also the effect of not loosing your profit margins. 
      The lowest price should include an oil and filter change and a general vehicle check over. This way we find the customer will perhaps be able to afford a service and your profit margins wont drop. This is just one small idea that we carry out! What do you guys do in these times of high inflation ? 
    • By Joe Marconi
      Most communities have a variety of repair shops, dealerships, and franchise models.  Do you consider them the competition, or colleagues?
      Do you think it's worth it to get to know other auto businesses in your community?  To share and exchange business ideas and strategies?
       
       
       
       
    • By Joe Marconi
      There seem to be mixed opinions on what Business System is the best. And also, not all business systems fit a particular repair shop model.
      There are a lot of new players in the past few years: Auto Leap, Protractor, Teckmetrics, Shop Boss, Shop Monkey, and more.
      Are you happy with your system?  What features are important to you? 
    • Advertise your services or products to passers-by attracting them towards your business
    • By Joe Marconi
      I have heard mixed messages from around the country concerning parts. Are you seeing acquiring parts getting worse or better?


  • Our Sponsors



×
×
  • Create New...