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Hey guys, first post here but I've been a lurker for a little while. Lots of good info here! Anyway, I've been contacted by Angie's List a few times now about advertising on their site. Cost would be under $200 a month and the Charlotte area has about 44,000 members. Has anyone ever advertised with them and was it worth it?

 

Thanks in advance,

 

Brian

 

 

*Edit- as of now we have 17 reviews with them and have an "A" rating, a few of my current, high ticket customers have found us through Angies List.*

Edited by Auto Solutions
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They are always trying to get me to advertise with them. I haven't spent any money with them because there isn't much of a following for me in this area and I don't have many reviews so it wasn't worth my money. If you have a bunch of reviews, I would strongly consider it because people are already reviewing you anyway.

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I get their stuff in the mail all the time. I really don't think it amounts to much. The way I see it, the type of people who take the time to write their complaints down are the same type that are not going to become regular customers. A small portion of the general public that go to these sites to review your shop are the cautious type. They are probably still going to come into your shop.... regardless.

 

If the wacko's out there can write to the BBB or other places like Angie's list about how bad the industry is... I sure as hell can write about the wacko's that come into my the business. Two can play at that game. LOL Sometimes you've got to see the realism from both angles and not just from a list.

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  • Have you checked out Joe's Latest Blog?

         3 comments
      Got your attention? Good. The truth is, there is no such thing as the perfect technician pay plan. There are countless ways to create any pay plan. I’ve heard all the claims and opinions, and to be honest, it’s getting a little frustrating. Claims that an hourly paid pay plan cannot motivate. That flat rate is the only way to truly get the most production from your technicians. And then there’s the hybrid performance-based pay plan that many claim is the best.
      At a recent industry event, a shop owner from the Midwest boasted about his flat-rate techs and insisted that this pay plan should be adopted by all shops across the country. When I informed him that in states like New York, you cannot pay flat-rate, he was shocked. “Then how do you motivate your techs” he asked me.
      I remember the day in 1986 when I hired the best technician who ever worked for me in my 41 years as an automotive shop owner. We’ll call him Hal. When Hal reviewed my pay plan for him, and the incentive bonus document, he stared at it for a minute, looked up, and said, “Joe, this looks good, but here’s what I want.” He then wrote on top of the document the weekly salary he wanted. It was a BIG number. He went on to say, “Joe, I need to take home a certain amount of money. I have a home, a wife, two kids, and my Harly Davidson. I will work hard and produce for you. I don’t need an incentive bonus to do my work.” And he did, for the next 30 years, until the day he retired.
      Everyone is entitled to their opinion. So, here’s mine. Money is a motivator, but not the only motivator, and not the best motivator either. We have all heard this scenario, “She quit ABC Auto Center, to get a job at XYZ Auto Repair, and she’s making less money now at XYZ!” We all know that people don’t leave companies, they leave the people they work for or work with.
      With all this said, I do believe that an incentive-based pay plan can work. However, I also believe that a technician must be paid a very good base wage that is commensurate with their ability, experience, and certifications. I also believe that in addition to money, there needs to be a great benefits package. But the icing on the cake in any pay plan is the culture, mission, and vision of the company, which takes strong leadership. And let’s not forget that motivation also comes from praise, recognition, respect, and when technicians know that their work matters.
      Rather than looking for that elusive perfect pay plan, sit down with your technician. Find out what motivates them. What their goals are. Why do they get out of bed in the morning? When you tie their goals with your goals, you will have one powerful pay plan.
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