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By Joe Marconi in Joe's BlogIt 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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By Joe Marconi
Many auto repair shops are adding a fee to the final invoice for customers using credit cards. I get it, but don't agree.
For me it's simple. First, do your best to negotiate the best deal from your credit card provider service. Next, take that fee and add it to your cost of doing business. To me, I consider this fee an expenses, just like all other expenses: office supplies, utility bill, insurance, taxes, training, travel expenses, maintenance, etc. etc.
From your total average monthly expenses, you will be able to determine your breakeven, and from there, set your net profit goal. In other words, forget about the charging the customer a fee, just build into your overall prices. You will accomplish the same thing, and not bring attention to the customer that small fee that may be a big deal.
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By JustTheBest
The Most Badass Way to Get More New Customers for your repair shop Without Wasting a Dime on Advertising
This is The Most Badass Way to Get More New Customers for your repair shop Without Wasting a Dime on Advertising…even if your last promo, postcard orf digital ad was nothing more than a Big Waste of Money!
I’m hosting a brand new LIVE Training Sunday, September 29th at 7:00pm Eastern. It’s totally free and you’re welcome to join! I’ll show you things nobody else will! I promise
Register here:
https://carcounthackers.com/badass
Can’t wait to see you on the call!
Matthew
“The Car Count Fixer”
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By nptrb
Summer is coming to an end, and fall is on the horizon. Now is the time for many business owners to start prepping for their annual year-end review process. Typically, this involves reflecting on the company’s performance, identifying areas for improvement, and setting goals for the future. However, the most successful year-end reviews aren’t done in isolation by management alone—they involve the entire team.
This year-end review process should involve employees to not only foster a sense of ownership and accountability but also help create a more cohesive, motivated, and productive team. Here are some key benefits of engaging your employees in the review process, along with practical strategies to help you get them involved.
Benefits of Engaging Employees in the Year-End Review Process
1. Increased Buy-In and Commitment
When employees are part of the year-end review process, they are more likely to feel a connection to the company’s goals and direction. Being asked for their input shows that their perspectives are valued, leading to a greater sense of ownership. This engagement translates to increased motivation to help achieve company goals because they had a hand in shaping them.
2. Diverse Perspectives for Better Decision-Making
Your employees are on the front lines of your business every day, often bringing unique insights that may be missed by management. When you involve them in the review process, you gain a broader perspective on what’s working, what isn’t, and what changes could improve operations. Employees may highlight inefficiencies, suggest innovations, or point out opportunities that weren’t on the radar.
3. Improved Morale and Team Cohesion
Including your team in the year-end review fosters a collaborative atmosphere. When employees see that their voices are heard and respected, it enhances morale and strengthens the sense of camaraderie. This positive culture shift can lead to higher job satisfaction, increased retention, and better performance across the board.
How to Involve Employees in the Year-End Review Process
Start with Surveys or Questionnaires This is a simple and effective way to gather input from employees is to conduct anonymous surveys or questionnaires. Ask specific questions about their experiences over the past year, challenges they’ve faced, and suggestions they have for improving the company’s operations. Be sure to include open-ended questions to allow for detailed feedback. This approach helps you collect honest opinions while giving employees a voice in the review process.
Sample Questions:
What were the biggest challenges you faced this year? What do you believe were our team’s biggest successes? How can we improve our workflow or operations? What goals do you think the company should prioritize next year?
Hold a Review Meeting Once you’ve collected feedback, bring your team together for collaborative review meetings. These can be held departmentally or with smaller cross-functional groups, depending on the size of your company. During these meetings, share key insights from the feedback and facilitate discussions about potential changes, goals, and strategies for the upcoming year.
Encourage open dialogue and make sure that everyone has an opportunity to speak. This inclusive approach helps employees feel that they are contributing to the company’s direction and creates a space for shared problem-solving.
Involve Employees in Goal Setting Goal setting is a critical part of the year-end review process, and involving your team in this aspect can be incredibly powerful. After gathering input and discussing feedback, allow employees to contribute to the creation of company-wide goals as well as department-specific or individual targets. Involving your team in this way ensures that the goals are realistic and actionable, while also fostering a sense of commitment and accountability.
Recognize Achievements and Set the Tone for the Future Year-end reviews are also an opportunity to celebrate the successes of the past year. Recognizing the contributions of your employees, both individually and as a team, boosts morale and motivates everyone for the year ahead. Take time during your meetings to acknowledge hard work, innovative ideas, and any milestones reached. Make it clear that the feedback and insights gathered from employees will be used to shape the company’s direction moving forward. This not only reinforces the value of their input but also sets a positive, forward-looking tone for the coming year.
Fostering a Culture of Ownership and Collaboration
Involving your team in the year-end review process is more than just a box to check off—it’s a way to foster a culture of ownership, collaboration, and continuous improvement. By gathering input from your employees, involving them in goal setting, and recognizing their achievements, you create a workplace where everyone feels invested in the company’s success.
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By carmcapriotto
Thanks to our Partners, NAPA TRACS, AutoFix Auto Shop Coaching, and Today's Class This episode is packed full of practical advice and personal stories that will resonate with new and aspiring shop owners. From leadership and financial management to team development and continuous learning, there's something for everyone. Key insights include the significance of self-awareness, the balance between assertiveness and approachability, the value of mentorship, and the necessity of understanding financial health. Show Notes
Leadership Challenges for New Owners (00:03:39) Discussion on the courage and mindset required for new shop owners transitioning from technicians. Matt's Personal Story (00:04:46) Matt shares his journey of overcoming a catastrophic injury and learning to run his business. Developing Leadership Skills (00:05:10) The importance of recognizing personal strengths and weaknesses in leadership. Balancing Assertiveness and Approachability (00:06:22) The challenge of being both assertive and approachable as a leader. The Value of Delegation (00:06:54) Panelists discuss the difficulties of delegating tasks and trusting team members. Peer Support in the Industry (00:08:01) Carm highlights the importance of seeking help and support from peers in the automotive industry. The Role of Coaching (00:10:04) Tom emphasizes the benefits of leveraging coaching services for business success. Understanding Finances (00:12:19) Discussion on the significance of financial awareness and making informed business decisions. Building a Strong Foundation (00:13:28) Tom draws parallels between scouting and building a successful automotive business. Finding Purpose and Alignment (00:15:02) The importance of aligning with team members who share the business vision. Letting Go and Empowering Employees (00:15:52) Insights on the challenge of stepping back and empowering employees to grow. Creating a Team of Heroes (00:16:32) Discusses the importance of guiding younger technicians and the balance between letting them learn through struggle. Controlled Failure as a Learning Tool (00:17:22) Explores the concept of controlled failure in learning and its parallels to youth-led scouting. Understanding Financial Margins (00:18:33) Emphasizes the significance of understanding profit margins and financial health for shop owners. The Importance of a Shop Management System (00:19:14) Highlights the necessity of having a solid shop management system for operational efficiency. Facing Business Uncertainties (00:22:02) Matt shares his initial fears and the value of a comprehensive business plan before opening his shop. The Courage to Hire (00:23:10) Discusses the fear of hiring an advisor and the eventual realization of their value in the business. Hiring the Right People (00:25:35) Focuses on viewing employees as assets and the importance of making informed hiring decisions. Customer Loyalty and Shop Culture (00:27:28) Stresses the need for a strong shop culture to maintain customer loyalty and service quality. The Value of Training (00:28:17) Discusses the importance of investing in training for employees and the long-term benefits it brings. Being a Perpetual Student (00:29:50) Carm talks about the importance of continuous education and learning for shop owners. Leadership and Culture Connection (00:32:00) Explores the intertwined nature of leadership and culture in building a successful shop environment. Understanding Leadership (00:32:22) Discussion on personal leadership, personality traits, and the importance of self-assessment tools. Developing Team Leaders (00:32:47) Emphasis on nurturing leadership within the team and the impact of leadership coaching. Financial Support for Training (00:33:49) Overview of reimbursement programs that support leadership training costs for staff. Team Collaboration Growth (00:34:37) Insights into improved team collaboration and resolving conflicts independently. Self-Reflection for Shop Owners (00:35:25) Advice on understanding personal strengths and weaknesses for effective leadership. Peer Support in Leadership (00:36:14) The value of peer discussions and support in personal and professional growth. Self-Evaluation Importance (00:36:45) Highlighting the need for self-evaluation, especially for new and younger shop owners. Transformation Through Assessment (00:37:03) Personal growth and transformation through repeated strengths assessment tests. Right People in Right Roles (00:38:17) Importance of aligning team members with their strengths for optimal performance. Continuous Learning and Adaptation (00:40:17) Encouragement to embrace challenges and continuously learn in business management. Risk Management in Business (00:41:34) Discussion on understanding and managing risks as an essential part of business. Time Management for Business Growth (00:42:08) Advice on documenting time wasters and focusing on business development. The Pull of Passion (00:43:08) Reflection on the challenges of balancing passion for work with business responsibilities. Thanks to our Partner, NAPA TRACS NAPA TRACS will move your shop into the SMS fast lane with onsite training and six days a week of support and local representation. Find NAPA TRACS on the Web at http://napatracs.com/ Thanks to our Partner, Auto-Fix Auto Shop Coaching Proven Auto Shop Coaching with Results. Over 61 Million in ROI with an Average ROI of 9x. Find Coach Chris Cotton at AutoFix Auto Shop Coaching on the Web at https://autoshopcoaching.com/ Thanks to our Partner, Today's Class Optimize training with Today's Class: In just 5 minutes daily, boost knowledge retention and improve team performance. Find Today's Class on the web at https://www.todaysclass.com/ Connect with the Podcast: -Follow on Facebook: https://www.facebook.com/RemarkableResultsRadioPodcast/ -Join Our Virtual Toastmasters Club: https://remarkableresults.biz/toastmasters -Join Our Private Facebook Community: https://www.facebook.com/groups/1734687266778976 -Subscribe on YouTube: https://www.youtube.com/carmcapriotto -Follow on LinkedIn: https://www.linkedin.com/in/carmcapriotto/ -Follow on Instagram: https://www.instagram.com/remarkableresultsradiopodcast/ -Follow on X (Twitter): https://twitter.com/RResultsBiz -Visit the Website: https://remarkableresults.biz/ -Join our Insider List: https://remarkableresults.biz/insider -All books mentioned on our podcasts: https://remarkableresults.biz/books -Our Classroom page for personal or team learning: https://remarkableresults.biz/classroom -Buy Me a Coffee: https://www.buymeacoffee.com/carm -The Aftermarket Radio Network: https://aftermarketradionetwork.com -Special episode collections: https://remarkableresults.biz/collections
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