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  • 9 months later...
Great Tire Deal

I had a long phone conversation with Elite yesterday and we have a follow up call next week. They seem like a really great group and I hope they can help me out. I'm just kind of scared to hear how much it is going to cost. I am sure the value is high but there ain't much blood left in this turnip. I will try to keep you guys posted with my experience. Anyone else besides Joe have any experience with Elite?

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Well... I bit the bullet and started the coaching through Elite. I will keep you guys posted as things progress.

It is embarrassing to say but important as a baseline to note I am currently doing just under 30k a month in total sales out of a six bay shop. (Mind you I just opened last August.)

Hopefully with their help and a ton of hard work we can triple those numbers by the end of the year.

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Don't feel bad about those numbers. We're a 2 bay, one with a lift and one without (very bad setup, turn down as many jobs as we take) and we average 7-15k a month depending on the time of year. I've kept an eye on your website and Facebook post, your going to get their! I recommend you to everyone in your neck of the woods!

 

Sent from my SCH-I605 using Tapatalk 2

 

 

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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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