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Alex

Website Feedback Requested

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I'm starting this topic to get some feedback from our members. Please post any suggestions, issues, etc.

 

If you are having any website loading issues, please include the browser you are using and the type of internet connection.

 

We apprecite the feedback so that we can ensure everyone has a positive experience.

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  • Similar Topics

    • By Alex
      Google search rolled out an update that now shows a website's favicon next to the search results on desktop, which started on mobile in May. 
      https://support.google.com/webmasters/answer/9290858?hl=en

      Interesting read: https://www.androidcentral.com/google-search-results-desktop-now-include-favicons
      What you need to know
      Google is making some changes to the way search results are shown on the desktop. Starting this week, search results will be displayed alongside icons for the websites they link to. The redesign was propagated to mobile devices last year.
       
       
    • By Joe Marconi
      “Why are we discussing these issues when the people who need it the most are not here? We’re not reinventing the wheel. We get it. But the ones who don’t get it need to be here, too!” 
      Those were the words spoken by one of my service advisors during a recent meeting. We were discussing quality issues and ways to improve overall production, which, we determined, would improve sales and profit. I listened as Tommy (not his real name) continued for a few minutes. I could hear the frustration in his voice, so I let him speak until I felt he expressed all his feelings to the group. 
      I am a firm believer in holding regular meetings. And, while there are times when the group gives me feedback, rarely does anyone voice their opinion with such passion and intensity the way Tommy did that day. Drawing on experience, I thanked him for his openness and honesty. I also asked him if we could continue this discussion in the morning in private. He agreed. 
      The next morning, I paged Tommy and asked him to come to my office. I thanked him again for his openness and asked him to elaborate more on what he said the night before. Tommy hesitated at first, but slowly began to tell me his frustrations. It really boiled down to the level of commitment from a few techs. Tommy spoke in length about what he would like to change in the shop, and again repeated that we’re not reinventing the wheel. His words were clear and on point, “Joe, we all know what to do. We all know our goals. And we all know when we perform to the level we are supposed to. So, I just don’t understand why all of us can meet those expectations.” 
      Tommy’s insight into the work environment and the dynamics of people’s behavior was perhaps deeper than he even realized. When people within an organization feel that some of their coworkers are not pulling their weight, animosity begins to set in. Essentially, your top employees want to make sure that everyone is committed to the company’s success and doing their very best for the greater good of the team.
      We also need to remember that people look at things from their own perspective. And their perspective becomes their reality. The key thing is to keep the lines of communication open, learn from each other and try to view different situations from the viewpoint of others.  
      After nearly 30 minutes of discussion, it was time to give Tommy my input on how I viewed the situation. I let him know that, while not everyone will be in total agreement with how he views these concerns, he has made a giant step forward at letting me know the issues we have in the shop. I then asked Tommy, “Out of our 16 employees, how many people in your opinion, without giving me any names, do not live up to the expectations of the company?” Tommy thought for a moment and replied, “Well, when I think about it, just a few. Two, maybe three.” Here was my opportunity to bring logic into a very emotional discussion. “So, what you are telling me is that the majority of your coworkers do live up to the company’s expectations and do a quality job?” Tommy replied, “Yes, I didn’t see it that way.” I let Tommy know that I would take his ideas and implement them into my strategy to improve the work environment. He appreciated the fact that I listened to his concerns.  
      Here’s the bottom line. When a person speaks up like Tommy did—listen to them. Don’t shut them down. They are expressing more than their frustrations over a few of their coworkers. They are giving you real-life, from the trenches information. And although it may be from their perspective, their viewpoint can give you valuable information that will help you and your company improve. Even a few people not pulling their weight can be enough to affect morale. And others may be feeling the same way. 
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      This story was originally published by Joe Marconi in Ratchet+Wrench on January 1st, 2020


      View full article
    • By nge
      Hey everyone,
       
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    • By Alex
      We've created this section here for you to post your shop website. This is a great way to get some feedback and suggestions from your peers.

      Please post relevant automotive shop websites only. Any posts including non automotive shop websites will be moderated and removed.

      Thank you.


    • By Joe Marconi
      Below is a link to an article in Ratchet and Wrench Magazine about what Valvoline is doing about the tech shortage.  The aftermarket needs to look at social media and other unconventional ways to bring techs to our industry. 
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      Google search rolled out an update that now shows a website's favicon next to the search results on desktop, which started on mobile in May. 
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      Interesting read: https://www.androidcentral.com/google-search-results-desktop-now-include-favicons
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      “Why are we discussing these issues when the people who need it the most are not here? We’re not reinventing the wheel. We get it. But the ones who don’t get it need to be here, too!” 
      Those were the words spoken by one of my service advisors during a recent meeting. We were discussing quality issues and ways to improve overall production, which, we determined, would improve sales and profit. I listened as Tommy (not his real name) continued for a few minutes. I could hear the frustration in his voice, so I let him speak until I felt he expressed all his feelings to the group. 
      I am a firm believer in holding regular meetings. And, while there are times when the group gives me feedback, rarely does anyone voice their opinion with such passion and intensity the way Tommy did that day. Drawing on experience, I thanked him for his openness and honesty. I also asked him if we could continue this discussion in the morning in private. He agreed. 
      The next morning, I paged Tommy and asked him to come to my office. I thanked him again for his openness and asked him to elaborate more on what he said the night before. Tommy hesitated at first, but slowly began to tell me his frustrations. It really boiled down to the level of commitment from a few techs. Tommy spoke in length about what he would like to change in the shop, and again repeated that we’re not reinventing the wheel. His words were clear and on point, “Joe, we all know what to do. We all know our goals. And we all know when we perform to the level we are supposed to. So, I just don’t understand why all of us can meet those expectations.” 
      Tommy’s insight into the work environment and the dynamics of people’s behavior was perhaps deeper than he even realized. When people within an organization feel that some of their coworkers are not pulling their weight, animosity begins to set in. Essentially, your top employees want to make sure that everyone is committed to the company’s success and doing their very best for the greater good of the team.
      We also need to remember that people look at things from their own perspective. And their perspective becomes their reality. The key thing is to keep the lines of communication open, learn from each other and try to view different situations from the viewpoint of others.  
      After nearly 30 minutes of discussion, it was time to give Tommy my input on how I viewed the situation. I let him know that, while not everyone will be in total agreement with how he views these concerns, he has made a giant step forward at letting me know the issues we have in the shop. I then asked Tommy, “Out of our 16 employees, how many people in your opinion, without giving me any names, do not live up to the expectations of the company?” Tommy thought for a moment and replied, “Well, when I think about it, just a few. Two, maybe three.” Here was my opportunity to bring logic into a very emotional discussion. “So, what you are telling me is that the majority of your coworkers do live up to the company’s expectations and do a quality job?” Tommy replied, “Yes, I didn’t see it that way.” I let Tommy know that I would take his ideas and implement them into my strategy to improve the work environment. He appreciated the fact that I listened to his concerns.  
      Here’s the bottom line. When a person speaks up like Tommy did—listen to them. Don’t shut them down. They are expressing more than their frustrations over a few of their coworkers. They are giving you real-life, from the trenches information. And although it may be from their perspective, their viewpoint can give you valuable information that will help you and your company improve. Even a few people not pulling their weight can be enough to affect morale. And others may be feeling the same way. 
      What you don’t want are “yes” people who merely agree with you because you’re the boss. No matter how uncomfortable it may be, welcome feedback and criticism from your key people.  We also need to listen more and speak less. And most of all, we need to understand that the solutions to our problems don’t always have to come from us. Sometimes, an employee’s outburst is just what we need to put things in the right perspective. 
      This story was originally published by Joe Marconi in Ratchet+Wrench on January 1st, 2020


      View full article
    • By Joe Marconi
      We allow visitors to read the first post of each topic. To read this post, please login or register for a membership. 
    • By JustTheBest
      Thought this would help. I just released this video that reveals:
      FREE Tool you can download that shows you exactly what people are searching for in your market - it's a totally free download and I show you exactly where to get it - how to use it! Google hack - to get your shop found in search - and this costs NOTHING to do! Mind blowing FACTS about the most popular search in YOUR MARKET.  If you're looking for help with SEO, this video explains it all!

      Hope this helps!

      Matthew
      "The Car Count Fixer"

      P.S.: Find out what car owners in YOUR MARKET are searching for on Google
      P.P.S.: Don't forget to subscribe on YouTube at Car Count Hackers
      P.P.P.S.: Like & Follow on Facebook!
    • By Alex
      Most websites and website designers these days follow the guideline of 160 characters when writing website page meta descriptions. When they are longer, Google just truncates them to 160...well until December 2017 when Google decided to accept that number to be around 300 with some recommending to make it 320. If your web designer wrote your website page descriptions shorter, you aren't taking advantage of the description tag to better your SEO and possibly your click-through rate. It's time to look at your website pages to be sure.
      Feel free to join and post in my group and we'll take a peak for you. 
       
      Good read: https://www.compose.agency/insights/meta-description-length-2018
       
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