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what to do when your frustrated with your employees


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Hello evryone i am new here and have a few questions.I have owned my shop for 6 years now and i have 2 techs and a service writer. The problem is that i am tired of their lack of performance the 2 techs walk around as if they own the place one just came in the other day with a blue tooth for his cell phone and i almost flipped a gasket. they are good techs and my shop is busy now but i cant stand it anymore i have talked with them about this a couple of times now and i just want to fire everyone.I have put adds on craigs list but no one worth hiring at this point or we dont get calls at all. I dont know what else to do has anyone been in this boat befor? And my service writer has been under selling jobs at times or makes excuses of why the job was done so cheap and gets upset when i correct him. some help please thanks.

Edited by Kenny C
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How are you paying them? Maybe you need to consider paying them with some kind of insentive. And Jeff is correct. You need a handbook if you don't have one with exactly what you expect from them and what they can expect from you.

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Employee's will only produce to a level that is set forth by management. If you do not feel that the techs you have understand the reasons why you are upset and will not change to improve the business, then it is time to look for new techs. This is obviously assuming you have confronted them and given them the reasons you are upset and they are clear with this information. Of course finding new techs that are good is another problem in itself. This information also applies to the front of the house/service advisor. At the end of the day Jeff is right. You and you alone are the bottom line at your business.

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Don't buy into the lie that you cant find good help. When I began hiring I went through many people and it seemed hopeless. After time and perserverance though I did find 2 great employees and it was not about the money either. I tried offering more money at one point and that was not the answer. Just keep trying and searching and the right people will come your way. I will say the cell phone issue is a tough one

Edited by Gary A
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First, look in the mirror and see if the problem begins with you. That's what I have had to do when things are not going my way.

 

Then, sit down and write down your expectations. Set the list aside for a day and then review it, add or delete to it. Set it aside again, and then see if you can get a clear idea of what you want and if you have reasonable expectations.

 

Primadonna mechanics are a pain, but there is a way to deal with them. One of them is to hurt them in the wallet when they do not perform as expected.

 

The primary problem when defining your expectations will be to articulate and know what is the problem that you are having. In my business the most fundamental problem I had was finding what was a reasonable expectation of a net profit.

 

After doing my research, I came to realize that what I wanted was not reasonable and my shop was in fact much more prosperous than the industry norm. That was a hard pill to swallow at first, then a gladness at the fact I was running an excellent shop.

 

YMMV...

Edited by HarrytheCarGeek
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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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