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Celebrate Birthdays, Build Morale

 

Make it a point to put on your calendar the birthdays of each employee that works with you. On the day of an employee’s birthday do something special for that person. It does not have to be anything extravagant either, maybe lunch or a gift card. Announce it to the rest of the employees too. This builds morale because it connects with your employees on an emotional level. Oh, and don't forget a birthday card, handwritten by you and signed by the rest of the team.

Posted

Perfect concept! Nothing like being recognized. Like you said, it's not about the money or value... it's just about the recognition.

 

But my question is, why not carry that over to your customers?? It's really simple.

 

Now, I understand that everyone uses different systems to run their business, but most database type software packages (that store customer information,etc.) usually have fields that can be customized.

 

Why not get customer's 'MONTH' of their birthday... and follow up with a simple postcard at the beginning of that month. Make it a special offer - it doesn't even have to be an auto service offer. Make it a gift card! Something. Recognition goes a lot further than 'cheap prices'. I guarantee it!

 

Hope this helps!

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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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