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Three Powerful Words…

Joe Marconi
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PARKSINDUST Apprentice

PARKSINDUST

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Great advice! I love the post, I would like to add something if I could :) I used to have a sales rep position long time ago, and my boss and mentor said the three best words to incorporate in selling anything...

 

Proven

Love

Guarantee

 

 

Proven

 

You want to convince your prospect that your product or service is already tested and proven. It would really scare most people if they are to find out that they are the first to test at their own risk of time and money.

 

Love

 

Bring out emotion in your prospect. For example: “Don’t you love the idea of having plenty of free time with your spouse and watching your children grow up?” and “You would love this program, because it can buy you the freedom to travel.”

 

Guarantee

 

Let your prospects know that you shoulder ALL of the risk, and they can test-drive your service or simply sample your product for the next 30/45/90/180 days. Some even offer a lifetime guarantee. This is how confident you are in your offer, and it can clearly show to your prospect.

 

 

I found an article that is along the same lines

 

http://www.articlesbase.com/advertising-articles/discover-10-proven-power-words-that-are-guaranteed-to-get-you-advertising-results-and-make-you-money-1653584.html

 

 

~Amanda

Edited by PARKSINDUST
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  • Have you checked out Joe's Latest Blog?

    • Joe Marconi
      Want to End Your Technician Shortage? Focus on Retention!
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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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