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2006 Chevy Silverado 4.8l w/61000 miles, misfire cylinder#1


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Just thought I would share this. About 2 weeks ago we had a customer come in with the check engine light on.

 

We pulled the code P0301, as I was writing up the work order he told me he had just come from the local dealership and they told him that they found 2 codes,P0301 and P0308, then told him that it would cost 375.00 to diagnose the cause of the misfire, he agreed, 2 days later they told the customer that he needed both heads replaced at a cost of 8400.00, (OUCH) the customer then asked me if we would give him a second opinion.

 

We went through and checked the basics, all was good, compression 10psi low on #1, leak down test good, and thats when the head scratching started, keeping in mind that the truck only had 60,000 miles on it internal mechanical failure was not on our radar.

 

After quite a bit of research, we came across a "SI" or as we call them a tsb with regards to the intake cam lobe on the #1 cylinder wearing due to lack of lubracation at idle, we measured the rocker travel and we found a full 1/32" between cylinders 1 and 3.

 

Replaced the cam and all 16 lifters, no more misfires, truck passed smog and the customer is a happy camper.

 

I have to say in the 21 years we been in business I have never had to replace a cam for a misfire.

 

Any of you guys or gals came across this?

 

Thanks

Larry

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      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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