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  • 1 month later...

 

When we send out recommendation emails and postcards, there is $10.00 rewards discount for spending over $100 and $15.00 for over $150.00. Follow up, recommendations, booking the next service,making follow up calls, are all great ways to keep a constant flow of customers coming thru your bays.

Do you use a company or do you do all the postcards yourself?

 

Thanks folks. I am going to offer the free rotate for just the reasons Xrac mentioned. And I am considering the rewards, just not sure what to offer. Joe do you offer discounts to return for recommendations, dollars off, percentage off? I am into our "slow" season here and am hoping to ramp up sales. Just today got set up with a postage meter to make it easier to do the mailers and post cards. I admit I been slacking with my follow ups and mail outs. Anyways thanks for the input and if anything else comes to mind let me know! THANKS!!

We just signed up with customer link to do our emailing and post cards. they have a pretty good program I think. Going to be able to evaluate a lot better after 2-3 months (about a month and a half in right now)

Have you considered signing up with them or someone similar?

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  • 6 months later...

We use MechanicNet. The people are great and very helpful. Just make sure that your colors and logo are on all post cards and emails. You always want to brand your company over and over again. Brand awareness is perhaps more important than the offering on the card or email.

Got caught up with things and just making it back to the forums. Plan on sticking around a bit more often now - thanks for your response. Yup. We were using customer link but weren't really seeing a ROI from post cards. I feel people get blinded just like with email. Need a new form of marketing. Text message is where it's at I think, but getting the initial opt in seems to be a hurdle unfortunately.

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Hi Jeff, just out of curiousity, you said you signed up for a 'trial membership'. Can I ask at what cost? Just curious. Also, it's fact that you have to reward people to do anything. Referrals. And I mean Anything. It's also a fact that if you want to do it right, you've got to take the reward outside of your business. People don't get excited about XX% off at your shop if I send you a customer. Seen simple rewards outside add over 240 new customers in 6 months. Oh, and the ROI was 642% too.

 

Hope this helps.

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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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