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I had one like that when I worked for a Honda dealership. The customer stated that they had an intermediant problem with the brake pedal going soft. The car was an 06 or 07 Accord. Finally found that Honda had a problem that year with the ABS module sucking air into the system. Just a thought if you look at it again.

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Joe, I would have done exactly what you did. When you can't verify a repair how do you know you've done a repair? Suggestive repairs are the way I handle these situations. But, as soon as another "expert" gets involved the first expert is no longer valid.

 

If nothing else you could at least show her the price difference between having the dealer make the repair vs. the independent shop. I'd rather lose a customer over things like this rather than deal with the..."I think I fixed it" approach.

 

Ya can't win them all, and I don't even try anymore. I have to stand behind what I do. If the car does act up again you know she'll call you ...FIRST...then you'll tell her to take it back to the dealer. AND, if the tech is found to have done something wrong...he can just quit and go to the next dealer rather than dealing with it (seen it happen before)...you and me, well... we've got the keys to the front door... we'll be back tomorrow regardless.

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  • Have you checked out Joe's Latest Blog?

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      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.
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