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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?

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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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