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Hello from Ohio


Keane68

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Hi Everyone,

 

We should really use this forum more to our advantage. We are all in the same field and can really help each other with ideas. I own two shops in NE Ohio. With winter coming my first topic is tire pricing. How do you guys do it? I charge 37.00 on top of the price of the tire for mount, balance, tire disposal etc. I still get people showing up with tires from somewhere else after I quote them. Jim

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Welcome to the forum. I am charging about what you are on tire mark up with about $10 more if the tire costs me more than $100.

 

 

Thank you. You do not make much on tires considering the time it takes these days for aluminum rims. I just want to be sure I am in the ball park.

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  • Have you checked out Joe's Latest Blog?

         0 comments
      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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