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Posted

Channeling some more knowledge from the gurus, wanted your take on this guys.

 

Last year we moved to our new location which is about a mile or so from our old location in the neighborhood over. I am located in New York City so being one neighborhood away is almost like being another town over for those who don't live in a big metro area. Anyway I have not really done a great job in making our presence known in the area. Even at my old shop we didn't proactively go out and meet other local businesses and introduce ourselves.

 

I've recently ramped up our "brand recognition" efforts by getting shirts and polos printed up with our logo embroidered. I know probably baby steps for you most of you guys but its little thing we are catching up on now! I've also recently hired a new tech whom is short on common sense but is a wiz at being a theory mechanic and is really a step ahead on the customer service/manners department. Hes from the south so his manners are a breath of fresh air and I have gotten more comments about how much they like my new guy in 2 months than my guys who have been with me for 5+ years!

 

I am basically thinking about taking my new tech on a mini campaign to hand out cards and introduce ourselves with the local business (restaurants, bakeries, cleaners, deli, nail salons, etc). I was also thinking of introducing ourselves with some of the shops in the area. We are German car specialists with a full service shop with tire and alignment capabilities. A lot of shops could potentially be great sources of referrals or farmed out business as a lot of shops don't have alignment machines and the ability to really work on BMW/Mercedes/Audi etc.

 

My question to you folks is what do you think is best way to approach these businesses? Should I send a specific message to them? Do I do more than just give them a few cards? Do I pitch an incentive program?

 

What has worked for you guys?

  • Like 1
Posted

Take the tech and knock on doors and nitro dunce yourselves ain't a bad idea!

 

I tell ya, my new tech is not THAT mechanically inclined however he is very book smart and gosh the manners on this kid! He makes every customer feel great and he always thanks them for their business and comes off as very genuine. He also says sir and ma'am like he means it! I'm hoping by making my rounds i can instill some good vibes in the community which I think will go a long way. Immediate results are probably too bold to expect however I think it should plant the seed for the future.

Posted

We are in a small southern town where everyone knows each other :) So glad I moved away from NY state. Anyway :) I have sent my service writer out around the community to hand out cards. You would be amazed at the number of business that will allow you to place a business card holder on their counter to advertize for them. I also have a bulletin board right inside my front door that says we support local businesses and its full of cards. Networking with other local businesses is a great way to get more business and as a small business owner I am always interested in "trading" services ;)

Posted

I'm a german auto specialty shop as well and we are currently moving. I have been talking to the local businesses around my new building and letting people know who we are and what we do.

It sounds crazy, but a box of donuts does WONDERS for this. I learned this trick from another shop owner in the area. He dedicated 2 hours a week for 1 year to going to all the local businesses and talking to them, dropping off a box of donuts and some business cards. You never know who you will catch and how they will react, but theres always SOMEONE who will eat a few donuts and its a conversation piece. They get asked who brought those donuts and they say "Oh, the nicest guy just swung by with him, hes got a cool German auto shop just around the corner, I never even knew it was there! My mom has a Bimmer, she should check em out!"

Out of 2-3 stops, you will get a customer, and they will send a friend... German car customers are usually loyal to their repair facility, so it takes some massaging to get them converted, but get them and keep them and they will all flock to you.

Posted

I used to go to Sam's club type of store and buy those round tubs of Twizzlers red licorice in individual clear wraps and put my company logo on the outside of the box. I think there was something like 100 or 150 in a package and when I dropped that tub off at various places I wanted to advertise with, with a stack of my business cards they knew who brought it in. About once a month I would make the rounds with the tubs and it got to be that the places I would stop in to looked forward to my visit. I also used to keep a open tub on the customer write up desk and most everyone that came in would grab some of those Twizzlers. It was a reasonable cost advertisement that folks remembered. A tub to the NAPA store might get you a lot more work than a thousand dollars of radio advertisement.

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  • Have you checked out Joe's Latest Blog?

         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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