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Business Liquidation in California


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Starting September 9, 2013 I will be liquidating all tires, wheels, hubcaps, supplies and equipment used to sell tires and wheels wholesale for the past 40 years. The shop is in Hesperia, California some 70 miles from Los Angeles on the way to Las Vegas. The tires include high performance used tires 17", 18' and some 20" plus pickup, medium truck and forklift or loader equipment tires in various sizes. Online inventory will be available soon after I return to California on the 9th. In this list I have three new Coats Tire Machines in original unopened boxes I had purchased for an expansion. Anyone already in the tire business could easily use the tire shop supplies including patches, cement, valve stems and lug nuts. The tools used to install those patches etc. are also useful and cheap. I sell 31 Products supplies and have some inventory of new material at less than WD prices. Local dealers will like the portable storage units I have used at this site including 20', 24' 28' and 48' trailers and truck bodies with rollup doors. All in all this could be an opportunity for someone so call 800 75 TIRES and I will answer any question you might have or send you photos of any specific item.

Carl the HubCap Kid

Wheels Etc

17521 Mesa St.

Hesperia, CA 92345

909 350 8200

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  • Have you checked out Joe's Latest Blog?

         3 comments
      Got your attention? Good. The truth is, there is no such thing as the perfect technician pay plan. There are countless ways to create any pay plan. I’ve heard all the claims and opinions, and to be honest, it’s getting a little frustrating. Claims that an hourly paid pay plan cannot motivate. That flat rate is the only way to truly get the most production from your technicians. And then there’s the hybrid performance-based pay plan that many claim is the best.
      At a recent industry event, a shop owner from the Midwest boasted about his flat-rate techs and insisted that this pay plan should be adopted by all shops across the country. When I informed him that in states like New York, you cannot pay flat-rate, he was shocked. “Then how do you motivate your techs” he asked me.
      I remember the day in 1986 when I hired the best technician who ever worked for me in my 41 years as an automotive shop owner. We’ll call him Hal. When Hal reviewed my pay plan for him, and the incentive bonus document, he stared at it for a minute, looked up, and said, “Joe, this looks good, but here’s what I want.” He then wrote on top of the document the weekly salary he wanted. It was a BIG number. He went on to say, “Joe, I need to take home a certain amount of money. I have a home, a wife, two kids, and my Harly Davidson. I will work hard and produce for you. I don’t need an incentive bonus to do my work.” And he did, for the next 30 years, until the day he retired.
      Everyone is entitled to their opinion. So, here’s mine. Money is a motivator, but not the only motivator, and not the best motivator either. We have all heard this scenario, “She quit ABC Auto Center, to get a job at XYZ Auto Repair, and she’s making less money now at XYZ!” We all know that people don’t leave companies, they leave the people they work for or work with.
      With all this said, I do believe that an incentive-based pay plan can work. However, I also believe that a technician must be paid a very good base wage that is commensurate with their ability, experience, and certifications. I also believe that in addition to money, there needs to be a great benefits package. But the icing on the cake in any pay plan is the culture, mission, and vision of the company, which takes strong leadership. And let’s not forget that motivation also comes from praise, recognition, respect, and when technicians know that their work matters.
      Rather than looking for that elusive perfect pay plan, sit down with your technician. Find out what motivates them. What their goals are. Why do they get out of bed in the morning? When you tie their goals with your goals, you will have one powerful pay plan.
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