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Today I had an interaction with a dealer shop that was quite interesting. Recently a indy dealer brought in a 06 dodge with a glow plug light issue and a brake light. Upon determining the ebcm was faulty and would required replacement we serviced the vehicle and pulled it out and called the customer for approval. The next morning, we had approval and started the truck to pull it in. No oil pressure on gauge, lots of other lights on. Checked base oil and verified pressure was present and called the customer. Of course he's had no problems with the truck or cluster issues so we dig in. When the truck originally came in it was found to have a aftermarket turbo , big injectors, double disc clutch and a belt driven fuel system, gauges etc. It was also determined that the engine fan had been damaged by the pulley on the fuel system. The more we looked we found some pretty horrific wiring modifications from hot wires wrapped around the ignition switch feed and the wire twisted together. Hot wires with no fuses everywhere. Gauges each wired independently to various light sources and ground/hot sources. Tipm connector locks broken, communication (bus c) wires pierced all the way into with a test light. I eventually through process of elimination found that if I wiggled the ecm c2 connector that I could replicate the intermittent cluster issue followed with a failure of a/c function and a host of ecm communication codes, I also found a connector that would replicate some of the symptoms. I determined that the engine wiring harness should be replaced, the main reason being the X2 connector appeared to be a sealed unit and would require a complete resplice and coupled with the locks damaged and pierced wires I just felt it would be a much less stressful situation for all involved. Well after 3500 for injectors, diag, fan, fuel system removal the customer bucks and ask that we try any possible budget fixes and I know in a real bad place lol. We found that by tightly pulling up the ecm harness that most problems stopped, so we disclaimed it out the butt, tied the wires up and tightened the pins in the other connector as much as possible. After pickup the truck was sold and the problem returned. I said all that to say this, it went to another indy dealers because we were to busy to take it in the needed time frame. The indy dealer charged $250 with the fix being a reflash. When the driver picked it up it was still not repaired. The owner asked dodge to diagnose it and repair it, I was told the estimate was $300.00 to diag. (Mind you then dealer supposedly showed both shops invoice documenting our findings.)

The customer calls and ask about finding a used ecm, that dodge says the ecm has failed. I asked if I might be able to speak with the technician for to make sure he understands what I had found. After speaking with a service advisor who was one of the meanest and rude individuals she informs me they don't allow their technicians to speak with other technicians from other shops. I informed her I just wanted to help and felt the information might help the technician be more efficient at fixing the issue quickly she got him on the phone. I explain our findings, and that one of the key elements of my theory was the fact sensor grounds were all showing erratic high voltage when the problem occurred. And the the a/c clutch signal from ecm to tipm was erratic when the problem occurred and that grounds z902 appeared to be the problem. The dealer tech says " well, I've not really had time to look at it, and we've had ecm problems and when I tap the ecm with a hammer its malfunctions... and you said something i wanted to straighten you out on" I said absolutely. "There can't be voltage on a ground circuit, but since you're so committed to the fact it needs a wiring harness to we'll make sure he buys that and the ecm" I asked what methods were used to find the failed ecm he said "I hit it with a hammer and the lights came on"

 

 

I known it shouldn't bother me but this poor guys paying $300 for this kind of service? I've tried so hard to expand my knowledge and learn at every corner but its just offensive that the dealership who's supposed to have the best of the best techs would act this way, regardless if I'm right ( i might be completely wrong who knows) . No wonder no one trust shops/mechanics.

Sorry for the rant I just wonder how you guys deal with situations that go south like this. Probably should have mined my own business and went about my way.

 

Sent from my DROID RAZR using Tapatalk 2

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Posted

I've been a tech for 15+ years, master a.s.e. certified + L1. This is not my job. This is the gifting that my creator endowed me with and as such I take it as serious as I can. It is my career. I normally have a few guys under me who I am training. Some of that training is nuts and bolts, other bits of that training is how to respect themselves, their customers and this business. We need to ingrain in our techs that this "job" is every bit as serious and important as being a lawyer or a doctor etc. Our culture and our actions have dumbed down this business to make us out to be knuckle dragging grease monkeys. That must change.

  • Like 1
Posted

I've been a tech for 15+ years, master a.s.e. certified + L1.  This is not my job.  This is the gifting that my creator endowed me with and as such I take it as serious as I can.  It is my career.  I normally have a few guys under me who I am training.  Some of that training is nuts and bolts, other bits of that training is how to respect themselves, their customers and this business.  We need to ingrain in our techs that this "job" is every bit as serious and important as being a lawyer or a doctor etc.  Our culture and our actions have dumbed down this business to make us out to be knuckle dragging grease monkeys.  That must change.   

agreed 1000%.

Its a must that we change this perspective. Folks like Paul Danner are starting a revolution and if folks will listen they can change the mentality of techs everywhere.

 

Sent from my DROID RAZR using Tapatalk 2

Posted

The tale of the dealer tech needs to be explained to every customer that comes in the door. For some reason they all think these guys and gals at the dealership were molded from some space age machine and cloned so that every dealership in every part of the country have the same caliber of employees.

That's a line of Bull.

The truth of it is... any mechanic out there who wanted to work at a dealership just has to fill out an application...just like any other job. If you're hired in you're given the small jobs to see how you fit in. If... and that's a big IF... you do well they will send you to their choice schools to learn a certain part of their manufacturers cars. This will allow you to work on the new vehicles that are under factory warranty. Even the factory doesn't want some yo-yo working on their stuff unless they have passed a few tests.

If you are at a dealer and you don't go to the schools you're just one of the flunkies they keep around to fill in the gaps when the other guys are busy.

There is NO WAY to know who is going to be assigned to your car at the dealer. It's up to the service writer... and ya hope it gets it to the right person.

They are NOT super techs, they are just techs. A good independent mechanic can walk circles around them. OH, they may know a few extra tricks with the manufacturers stuff they work on everyday...BUT, throw another manufacturers car in front of them and watch how quickly dumbo is stumped. Seen it before.

 

Basically, some how some way... the general public needs informed that the dealership isn't always the best choice for car repair. My advice, if the car is under factory warranty... go to the dealer... otherwise, save your money and find a decent independent shop.

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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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