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America Can't Give Up On U.S. Workers


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I personally feel flat rate needs to go away! That in itself almost forced me out of the trade. I also believe if their was a well recognized license requirement the public might see us for who we are. Most people still feel that mechanics are "knotheads" that cant do a whole lot else. I think that in itself would allow us to charge a more professional fee in turn making it a more attractive trade. IN the state of Florida you have to be licensed by the state to be a hairdresser or manicurist. Anyone can go to kmart and buy a box of tools and call themselves a mechanic. Yes the shop has to be registered with the state but no regulation on mechanic skills. Just my 2 cents worth!

 

You don't want the state interfering with your business anymore than it is now. With licensure comes lots of strings, that you won't like, like continuous education and fees that are pretty much out of your hands. What happened with ASE certification. Please explain how flat rate almost force you out of

business.

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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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