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Diving head first (yep bold head to boot)


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Hi,

new here & very appreciative for having this type or recourse. Wish I had it 10 or so years ago.

 

I am considering to purchase a new (to me) auto shop. Just in beginning stages right now and looking for advice.

I owned a very similar shop in the same area and it did not go well, let's say I considered myself lucky when I sold it. This shop seem to be in a better shape, longer established in the same location and better online presence. It has only 3 employees, a manager/front desk and 2 mechanics. Working on all types of cars, so that is familiar to me as well.

My concerns:

  1. With only 3 employees, any one leaves and I am in deep trouble, at least as far as I concern.
  2. I hate changing things right off the bat, but may have to in order to bring more business in and possibly hiring another mechanic.
  3. Hiring a mechanic poses all kinds of problem all on its own ( I did review recent posts regarding that issue)
  4. Shop is not on a busy street, but there is traffic. My old shop was right on the major street and that did not save it…. So I guess it could be a good thing.

Any recommendations/suggestions greatly appreciated!

Oh,

I should probably mention, I used to be a mechanic what seems to be a last century, oh wait... it was the last century :rolleyes:

But I neither am planning nor physically can, work on cars any longer :( - love the challange though.

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Losing employees is something most of us worry about unless you have added the processes to be always recruiting. You need your shop to be the location that techs want to work for you :) Like you I have a shop that has those numbers. Its been a struggle but I have been quickly implementing processes to strengthen my shop.

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Thank you for your reply.

 

Starting to look at tech schools today. I think it's my best bet for now.

 

Do you guys (or recommend to) start somone up on a part time or a ful time basis when you hire somone from school?

Thanks!

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  • Have you checked out Joe's Latest Blog?

         5 comments
      I recently spoke with a friend of mine who owns a large general repair shop in the Midwest. His father founded the business in 1975. He was telling me that although he’s busy, he’s also very frustrated. When I probed him more about his frustrations, he said that it’s hard to find qualified technicians. My friend employs four technicians and is looking to hire two more. I then asked him, “How long does a technician last working for you.” He looked puzzled and replied, “I never really thought about that, but I can tell that except for one tech, most technicians don’t last working for me longer than a few years.”
      Judging from personal experience as a shop owner and from what I know about the auto repair industry, I can tell you that other than a few exceptions, the turnover rate for technicians in our industry is too high. This makes me think, do we have a technician shortage or a retention problem? Have we done the best we can over the decades to provide great pay plans, benefits packages, great work environments, and the right culture to ensure that the techs we have stay with us?
      Finding and hiring qualified automotive technicians is not a new phenomenon. This problem has been around for as long as I can remember. While we do need to attract people to our industry and provide the necessary training and mentorship, we also need to focus on retention. Having a revolving door and needing to hire techs every few years or so costs your company money. Big money! And that revolving door may be a sign of an even bigger issue: poor leadership, and poor employee management skills.
      Here’s one more thing to consider, for the most part, technicians don’t leave one job to start a new career, they leave one shop as a technician to become a technician at another shop. The reasons why they leave can be debated, but there is one fact that we cannot deny, people don’t quit the company they work for, they usually leave because of the boss or manager they work for.
      Put yourselves in the shoes of your employees. Do you have a workplace that communicates, “We appreciate you and want you to stay!”
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