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Who's The Boss - - - Lack of communication between spouses can lead to a heated argument with the repair shop.


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Who's The Boss

Running a business is similar to a marriage. It all starts with communication. Communicating with the shop employees, the front office, and the customers are all part of my daily tasks. Failure to communicate with your spouse can end up with one or the other upset about something, or reading into a situation something different than what has actually happened. Sure, there’s a boss in every family, and sometimes you might think it’s you… but, your spouse may have a different opinion about that.

Countless times I've had a car in the shop where a wife or husband has dropped the car off, the repair is done, paid for, and sent on its way, only to have the other spouse call and give me an earful because they weren't told what had transpired. (As if that’s my fault!) Whether it's because of the cost, the time it took, the work that was done, or the fact they weren’t informed... somehow, I'll be the person blamed for all their misfortunes. As we all know... the spouse won’t admit to their better half they said anything to me at the counter similar to, “Yes, I told him to go ahead and do it.” or “I didn't ask him how much, it didn’t matter to me. I told him just get it done.” Yep, heard it all before.

On one particular occasion I had a car in for restoration. These “project” cars come in all kinds of various conditions. Some are a complete car, and the owner has a clear idea what they want done, while others literally come in baskets. This particular job was a basket case for sure. The car had been taken down to the last nut and bolt nearly 5 years earlier, and by the time it made it to my shop nothing but the steering wheel was in place. No doors, no glass, no deck lid, hood, interior, dash, seats, or an engine.

“I need an estimate on what it would take to rewire this car,” the owner tells me.

All I had to go on was the year, the make, and the condition to evaluate what it would take. The car was an older VW Super Beetle, which from a wiring stand point isn't exactly rocket science, but it can get a little complicated if you don't approach the job right.

“I see you've got an aftermarket harness in this box, but it's not complete. Do you have any of the other harness sections for it?” I asked.

“They don't make a harness for it, this is all they offer,” my new customer told me.

“Well, I think there are some better choices than this aftermarket harness you've brought. This is a harness for a dune buggy, and not for a street car. A lot of things are omitted on them that you'll need for a street driven car. Such as turn signals, horn, etc...”

I gave him a price based on reusing the original harnesses that were bundled up in another box. I pulled them out of the box and was in for a shock. They were all cut into several small pieces rather than in the usual sections. I quoted for installing a factory harness… not building one! I needed to find a better way of doing this. In the mean time we went up to the front desk to fill out some paper work. While he was busy with the front office paper work, I got on the internet and did some of my own searching for a replacement harness. It didn't take but a few clicks before I had a “useable” harness that should work... with a little adaptation to the Super Beetle fuse box and ignition.

“Once I see this kit I can give you a better idea of final cost,” I told him.

A week later he was back with the aftermarket harness. The harness wasn't a perfect match, useable yes, but it would need a few modifications. No biggie, just a lot more time involved vs. putting a good factory original harness back in. (It would have been a lot easier to leave the original harness in the car, wadded up out of the way and then reattached after painting.)

I gave him an updated estimate for the work, which in turn, he gave me the go ahead to get started. A few more days went by. I had already started putting in the front harness and part of the interior wiring when he showed up with his wife. I knew something was up.

“I think I'm going to take the car. Your price is too high,” he told me.

It was about then, the wife jumped into the conversation.

“My husband told me you raised the price on him once we got you the harness you wanted,” she told me.

“Yes, the original estimate was to put a “factory” harness in. Now I'm putting in an aftermarket harness that I have to make do with. Rather than try to find a perfect fit, your husband said to go with this. So I did, in fact I've already started on it.”

That's when the husband jumped back into the mix with his two cents, and proceeded to tell the wife how the car was going to be restored with his methods.

The wife turns to me, (ignoring her husband), “How long will it take you to finish it?”

“I figure a week, maybe sooner.”

The husband then gave his wife another lashing about costs, and how his five year long attempt at doing it was only a minor setback in the restoration. She, on the other hand, was about to blow a gasket, but not at me... at her husband. She leans over the counter to me, “Here's my personal cell number and my name, and from now on you call me direct. This has taken far too long to get done, and I want my car back together.”

Ok, I see where this is going. The wife wasn't told the whole story, and what she did hear from her husband didn't add up once she heard it from me.

“Did you bring him any of the lights, dash gauges or any of the other electrical stuff so he can see if they work? NO? Well, you're just an idiot!” she snaps at her arrogant husband. (I could tell me and the “Mrs.” were going to get along just fine.) Totally ignoring her husband, she pulled out a pad and pen and starting jotting down notes on what components I needed, and told me she would have them over to the shop that afternoon and out of her house for good.

After all was said and done, they ended up with a pretty cool restored bug out of the deal, and I got one happy customer... maybe not the hubbie... but, I’m pretty sure I know now … … … who’s the boss in their family.


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Posted

Yes it's all about communication in this business. Who's the boss, maybe there is not one boss and that's a good thing. Who wants one person calling all the shots? what if they are wrong, being wrong costs, customers and shop owners!

Posted

When we were actively selling aftermarket hubcaps and wheels covers much like those you find at Pep Boys and WalMart I would refuse to sell a set to a husband who came in alone. I always insisted he come back with his wife. Yes there were a few who got mad and never came back but many thought it was a good idea and did return often the same day. I seldom missed a sale once I had both of them choosing. I should add that occasionally it was like selling shoes at Sears and I would have several sets out to try on before I made the sale. Had to have an edge over the big box stores.

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         0 comments
      The Technician Shortage Is Our Fault, And It's Time We Own It
      Nearly every day, I hear shop owners complain: "There's a technician shortage. We can't find qualified people. There's no one out there." If that's true, then who's to blame?
      The industry? The schools? The government? I don't know how you feel, but who promised us an endless supply of qualified technicians?
      Another common complaint is that young people do not want to work in the trades. Well, if that were true, then why are other trades such as HVAC, electrical, and plumbing growing? What are they doing that the automotive industry is not? 
      Here's the reality we need to face: We do have a problem, but we shouldn't look for someone or any entity to rescue us. Not the government. Not the trade schools. Not the recruiting companies. No one owes us a workforce. If we want great people in our industry, it's up to us. At some point, we need to own up to the truth: Building a pipeline of qualified technicians is our responsibility.
      In this blog article, I will break down the key reasons we are in this situation today and what we, as an industry, can do to solve the technician shortage. Are you ready to look in the mirror?
      Have We Pushed Technicians Away?
      Let's take a look at flat-rate pay. True flat rate, which pays a technician only for the hours they produce, is a controversial pay plan that emphasizes high production levels and creates a competitive work environment that, if not properly controlled, can lead to increased mistakes and a decline in morale and team spirit. Additionally, the stress and physical demands placed on technicians as they age are not favorable to long-term employee retention. What do we do with technicians as they grow older into their fifties and begin to slow down? 
      I have heard all the arguments and pros and cons of flat-rate pay, and I am not going to judge any pay plan. Let the facts speak for themselves. True flat rate has changed in most areas around the country and has evolved into a pay plan that gives technicians some pay guarantee.
      Many shop owners have learned that team morale, along with the opportunity to earn income, is important to technicians and to the company's long-term success. But let me ask you: how many technicians have left or been pushed out over the years because of the old flat-rate pay system?
      Another issue is the workplace environment. I remember being grateful to be hired as a young technician at a local repair shop. While very thankful, the work environment was not ideal. The shop owner kept the bay doors open year-round (I am from New York) unless it rained or snowed. He felt that if the bay doors were closed, customers might think we were closed for business. We had no heat and no hot water. Many of the jobs were done outside, year-round,  in all types of weather. The starting pay was minimum wage, with no benefits, sick days, or vacation pay. 
      Now, again, I need to point out that I was truly grateful for the opportunity this shop owner gave me. I learned a lot working there, and the experience was pivotal in my career. But looking back, I wonder how many people were discouraged by these working conditions?
      While the physical demands of the repair workplace are daunting, perhaps even more critical is the culture. Too many of my generation shop owners preached the mindset of "my way or the highway." We were the business owners, after all. We started our companies, took all the risks, and provided jobs. Why shouldn't we be the ones to set the ground rules our way?   
      Many of us found over the years that the "my way or the highway" mentality was a sure way to isolate employees and make them more likely to look over the fence for greener grass. In other words, it led many technicians to seek employment elsewhere, where they felt they could be appreciated and recognized for their hard work. The issue, however, was that there wasn't much green grass around. Disappointment after disappointment, bouncing from repair to repair shop, eventually led to despair. So, I ask you: were workplace conditions a contributing factor in today's technician shortage?
      Another factor that we are all well aware of is the complexity of the modern automobile. When I started, the work was mostly physical, and you were required to master essentially three vehicle models: General Motors, Ford, and Chrysler. Let's fast-forward to today. The evolution of automotive technology, along with the extensive training and tools required, has outpaced the typical technician's pay compensation, with no clear career path. Again, leading to frustration and insecurity about the future.
      Here is the bottom line: people don't leave their job; they leave their experience. We must do a better job. 
      The News Isn't all Bad; Your Next Steps to Fix the Technician Shortage
      To fix the technician shortage, it will take a combined effort from everyone in the automotive industry, particularly automotive shop owners. Shop owners are in the perfect position to make the greatest impact, not only on their businesses but also on the future automotive workforce.
      First, shop owners must become better leaders and understand that their ultimate success is directly dependent on the people they assemble around them. Any shop owner who mistakenly believes they can build an empire solely on their abilities is destined for serious disappointment. Business owners who think like this will eventually plateau. Without the collective contributions from a team of qualified people, your business will stall; it will not continue to grow.
      Create a workplace that attracts top talent: a clean, professional, well-equipped facility designed to support productivity, teamwork, and a career, not just a job. Build a great reputation in your community by getting involved locally. Become the auto repair shop that people take notice of as "the" place to work.
      Next, shop owners must become more financially knowledgeable. Knowing your numbers and what you need to achieve for a strong bottom-line profit is essential to paying technicians the money they need and deserve. Profit will also allow you to compete with other trade industries by providing a benefits package that has real take-home value and security.
      When it comes to culture, this is where the rubber hits the road. People crave recognition, praise, and a sense of purpose. Despite what you hear, people are not just money-motivated. Once people feel secure in their financial situation, retaining and motivating technicians can only be achieved by connecting with them on an emotional level. You cannot show enough appreciation. Give out praise for a job well done as if your business depended on it, because it does.
      As technicians age, we need to have a place for them. Expecting a 58-year-old to perform like a 35-year-old is unrealistic. We need to be more focused on career pathing. Provide training, skill development, and coaching to develop leaders and mentors within our older workforce. While their bodies may have slowed, the knowledge they have gained is priceless. 
      Our future is dependent on young people entering our industry. We need to give more young people opportunities. Every shop owner across the country should consider hiring an apprentice, then build an apprentice training plan and career path for them. If every shop did this, we could solve the technician shortage within five years. Get involved with the trade schools and high schools in your area. Look into the NAPA Apprenticeship Program. Don't sit on your hands with this one. Do it today.
      Lastly, don't get left behind. Commit to ongoing training for all your employees. Keep up to date with tools and equipment tailored to your business model. Don't try to be all things to all people and all vehicles. Identify your core profile customer and the vehicles they drive, and become an expert on those vehicles and the services you offer.
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