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Joe Marconi

Great Article, Great Lessons on Social Media

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    • By Joe Marconi
      “Why are we discussing these issues when the people who need it the most are not here? We’re not reinventing the wheel. We get it. But the ones who don’t get it need to be here, too!” 
      Those were the words spoken by one of my service advisors during a recent meeting. We were discussing quality issues and ways to improve overall production, which, we determined, would improve sales and profit. I listened as Tommy (not his real name) continued for a few minutes. I could hear the frustration in his voice, so I let him speak until I felt he expressed all his feelings to the group. 
      I am a firm believer in holding regular meetings. And, while there are times when the group gives me feedback, rarely does anyone voice their opinion with such passion and intensity the way Tommy did that day. Drawing on experience, I thanked him for his openness and honesty. I also asked him if we could continue this discussion in the morning in private. He agreed. 
      The next morning, I paged Tommy and asked him to come to my office. I thanked him again for his openness and asked him to elaborate more on what he said the night before. Tommy hesitated at first, but slowly began to tell me his frustrations. It really boiled down to the level of commitment from a few techs. Tommy spoke in length about what he would like to change in the shop, and again repeated that we’re not reinventing the wheel. His words were clear and on point, “Joe, we all know what to do. We all know our goals. And we all know when we perform to the level we are supposed to. So, I just don’t understand why all of us can meet those expectations.” 
      Tommy’s insight into the work environment and the dynamics of people’s behavior was perhaps deeper than he even realized. When people within an organization feel that some of their coworkers are not pulling their weight, animosity begins to set in. Essentially, your top employees want to make sure that everyone is committed to the company’s success and doing their very best for the greater good of the team.
      We also need to remember that people look at things from their own perspective. And their perspective becomes their reality. The key thing is to keep the lines of communication open, learn from each other and try to view different situations from the viewpoint of others.  
      After nearly 30 minutes of discussion, it was time to give Tommy my input on how I viewed the situation. I let him know that, while not everyone will be in total agreement with how he views these concerns, he has made a giant step forward at letting me know the issues we have in the shop. I then asked Tommy, “Out of our 16 employees, how many people in your opinion, without giving me any names, do not live up to the expectations of the company?” Tommy thought for a moment and replied, “Well, when I think about it, just a few. Two, maybe three.” Here was my opportunity to bring logic into a very emotional discussion. “So, what you are telling me is that the majority of your coworkers do live up to the company’s expectations and do a quality job?” Tommy replied, “Yes, I didn’t see it that way.” I let Tommy know that I would take his ideas and implement them into my strategy to improve the work environment. He appreciated the fact that I listened to his concerns.  
      Here’s the bottom line. When a person speaks up like Tommy did—listen to them. Don’t shut them down. They are expressing more than their frustrations over a few of their coworkers. They are giving you real-life, from the trenches information. And although it may be from their perspective, their viewpoint can give you valuable information that will help you and your company improve. Even a few people not pulling their weight can be enough to affect morale. And others may be feeling the same way. 
      What you don’t want are “yes” people who merely agree with you because you’re the boss. No matter how uncomfortable it may be, welcome feedback and criticism from your key people.  We also need to listen more and speak less. And most of all, we need to understand that the solutions to our problems don’t always have to come from us. Sometimes, an employee’s outburst is just what we need to put things in the right perspective. 
      This story was originally published by Joe Marconi in Ratchet+Wrench on January 1st, 2020


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    • By Mark Johnson
      He had been working with his accountant for 6 years. That’s over $134k in over-payments.
      The reality is most CPAs only do tax preparation not tax planning, there is a HUGE difference!
      I am offering free tax planning assessments to all group members.
      Where we will look at:
       Deductions review & Strategy planning Legal Entity Optimization Retirement Option & Plan to Hit Extra 1M by Retirement Insurance Review & Assets Protection TCJA (Trump Tax) Review  Message me direct or book your slot on my website.


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    • By Joe Marconi
      What’s wrong with my employees? Why don’t they do what I ask of them? It’s the same thing every day.  I say one thing, they do another. It seems as if I am the only person who knows what to do around here.  
      Does any of this sound familiar? Have you said these words, or a variation of these words, from time to time? If so, you’re not alone. Getting people to follow policy or a new marketing strategy sometimes feels as if you are trying to move the earth off its axis.  
      People in high levels of authority are well-aware of the need to get things done. Each member of their team plays an integral part in the success or failure of the organization. In your shop, you are the authority: you are the shop owner. You know that the responsibility of attaining success directly rests on your shoulders. This is a weight you carry around with you each day. 
      Eventually, if your efforts don't attain the results you need to run a successful business, you begin to look around to find out what’s causing the problem. And the tendency is to assign blame. All too often, you find that your employees are not all pulling in the same direction. And you determine that this is the cause of your problems. The following may not sit well with you, but if most of your employees are not engaged and not performing up to your expectations, it’s probably not their fault. You need to take a long hard look in the mirror. The fault may lie with management, and that means you. 
      Assigning blame is destructive. It keeps our focus directed in the wrong areas. This is not to say we can never have a bad employee. But, if we focus on seeking blame, we are directing our attention from where our focus should be; and that’s accepting the responsibility to correct what’s happening and make the necessary changes. 
      In order to really get things done and achieve personal success and the personal success of your employees, it takes the cooperation of each team member. Getting people to work as a unified team involves commitment, not compliance. Compliance is demanding people to do something. And they will—but only up to a certain point and only for a certain period of time. What you need from your employees is not compliance; you need commitment. 
      Surveys have shown that the majority of employees in most businesses are not engaged at work and the primary reason is that most employees don’t know the overall goals and vision of the company. And they also don’t know what’s expected of them. Employees are largely left to react to their situations during the day; never really having a clear understanding of how their role contributes to their success and the success of the company. 
      A business team is no different than a sports team. Every member needs to know the objective and goals. Imagine the coach of a football team who does not let the quarterback—or the other players— know what the play is? He simply tells the players to get out on the field and perform. After all, the players are well-trained, highly capable and all professionals. Shouldn’t they know what to do to win?  And when they fail to win, the coach ends up blaming the players. Is this a ridiculous analogy? It may be, but this is what happens every day in shops across the country.  
      Your best employees don’t want to fail. They don’t intentionally ignore what you want from them. It’s more likely that they really may not know what you expect from them. Employees need to know exactly what is expected of them and they need to be motivated and inspired to perform their best. However, the only way your employees can perform at their best is for each of them to know what the company goals are. In other words, what is our overall objective and how we, as a team, are going to achieve it.  
      Each employee also needs to know that when the business wins, they do, too. When employees realize that achieving the company goals is also aligned with achieving their personal goals, you have commitment. And commitment equates to success. 
      Communicate the goals of the company often. Communicate what success looks like and how we are going to attain it. Create a workplace where the goals of the individual are aligned with the goals of the company. If things get off track, just look in the mirror. If you want to blame someone, you might want to start with yourself.  
      This story was originally published by Joe Marconi in Ratchet+Wrench on December 3rd, 2019
       


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    • By Joe Marconi
      A few years back, my service advisor, Tony, was trying to sell a customer a new battery. Let’s call this customer Ed Jones. Here’s how the conversation unfolded; “Mr. Jones, my technician completed our 21-point inspection on your vehicle and everything checks out fine. However, I do want to discuss the battery. Your battery was tested with our Midtronics digital battery diagnostic tool, which is a very accurate piece of equipment. Your battery is rated at 575 cold cranking amps, and your battery tested at 300.  Would you like me to replace the battery today?” Ed Jones looked at Tony, and three seconds later said, “Thank you for the information. Let me think about it.”
      I know Ed very well. The car we were servicing that day was his daughter’s car, who was home from college for the Christmas holiday. Ed’s daughter is in her first year at Plattsburgh University in upstate New York, which is about a five hour drive and near the Canadian border.  
      I could see the frustration on Tony’s face, so I gave him a little advice; “Tony, ask Mr. Jones who drives the car. After he answers you, ask him what the car is used for. Listen to his answers and then use that information to sell safety and peace of mind, not a battery.”
      Five minutes later, Tony reported back to me excited and amazed; “Joe, great advice!  He authorized the battery! I guess you knew he would buy the battery with the right questions?” I replied, “You were trying to sell Ed Jones a battery by pointing out the technical process we use to determine the health of the battery. What you need to do is reach the customer on an emotional level. The questions I recommended you ask made him realize that it’s the welfare of his daughter he was really buying, not a battery.” 
      Now, let’s clarify something. Tony didn’t say anything wrong with his sales presentation. But he got the process backwards. He was leading with logic. If you’re trying to sell something by using logic alone, you are going to struggle. People make buying decisions based on emotions. To make a sale, you need to connect with the part of the brain where emotions reside, and then back it up with logic.   
      Bombarding the customer first with facts and features tends to confuse the brain as it tries to make sense out what you are saying. That can be difficult because the technical information is usually not fully understood by the customer and the confusion usually results in the customer saying, “No.”  
      Let’s review the conversation when Tony asked the right questions; “Mr. Jones, who drives this car?” Ed replied, “My Daughter.” Tony continued, “And what does she use the car for?”  Ed replied, “She uses it to go college at Plattsburgh. She’s home for the holidays and goes back to school on Monday.” At that point, Tony realized why I urged him to ask those questions, and continued with, “So, your daughter drives this car back to college, and leaves on Monday. She goes to Plattsburgh, which is near the Canadian border.  Mr. Jones, it’s wintertime and that’s a long, lonely drive. Her battery tested weak and may fail without warning. For peace of mind and your daughter’s safety, wouldn’t it be in her best interest to replace the battery before she leaves?” Ed now makes the emotional decision, “Yes.” 
      Here’s the bottom line. First, know your customer. Build rapport during the write up process and find out all the details of why the car was brought in for service. Second, tone down the technical side of what you do. That’s not to say it’s not important. But, before you give the technical facts, reach your client on an emotional level. Ask questions to find out as much as you can about the customer, and then direct the conversation to the reasons why what you are trying to sell will benefit the well-being of the customer and/or the customer’s family.  
      Remember, decisions are easier to make when it has meaning to them or a family member. In Ed’s case, not replacing the battery would have been unsettling to him. Tony’s recommendation to replace the battery is perceived as the right decision because it promotes the safety and well-being of his daughter.
      Humans are driven by feelings and make emotional decisions, then justify it with logic. Next time you are trying to sell anything to a customer, ask yourself, “Why should the customer buy what I am trying to sell?” The answer may surprise you. 
      This story was originally published by Joe Marconi in Ratchet+Wrench on November 1st, 2019


      View full article
    • By CAR_AutoReports
      How I went from an average credit card transaction of $360 in November of 2013 to $805 in October of 2019...
      Everyone wants change to be easy.
      Everyone wants to kill it in their craft.
      How many of you are ready to put in the work? Take an inside look at the lessons we learned while transforming our business over the last 7 years. We're going to discover how we evaluated Joman in 2013 and how we designed CAR to streamline service, period.
      I sat in several classes at AAPEX where I felt like everyone was talking about the things we spent the last 7 years building, so now I'm going to tell you how we did it and why our platform is the integral internal process that can replicate this machine anywhere on the planet where service is performed.
      If Amazon were a store, how could it possibly look or operate.
      Walk in, what level would you like to go on? Tech? Oh you just need an 'iPhone cable 6ft'? Got you, here's the one we recommend, along with a few others on the shelf. Want to see which is best rated? Lowest price? Manufacturer? How fast can you get it? Let me see this one; check some reviews, some comments... Ok, here's the one I need and it'll be at my house tomorrow? Awesome, thanks! Oh what's that, you need 2... your cord in your car looks the same? No worries! Still want it tomorrow? See you then! Now, with that frame of reference... look at your own business.
      What you must remember is that even though you are not Amazon, customers have been conditioned to have a frictionless approach to transactions. That's why your largest competitor is yourself and your ability to adapt to this evolved phase of business consistency... that you are also a part of.
      When a customer walks in your door, what do they see?
      Must Have | HARD: Smile, let everything go that may be happening in life and get ready to deal with someone else's problem. Must Have: Counter/Desk clean and organized? Must Have: Computer ready to go? Unless you use CAR, then you can just take out your phone or the tablet we provide to every employee. Almost Must Have: A clean waiting room with available chairs? If not available for good reasons, that's a plus here. Like, there are other customers filling their space. Almost Must Have: Do you look like a disaster? *PS I did for years, still do sometimes. We all have off days.* Nice To Have:Water bottles handy? Maybe a coffee machine, if you have the space. The Hardest Goal: How clean is your shop? The internet doesn't need a smile or a clean office/shop, the internet is a place where business is done based on price or features and sometimes... both. You're in the business of service, competing against everyone from the other local guy to the large marketing firms with endless budgets. And it's evolving, faster than you've ever imagined.
      If you're standing still, you're going to lose out on a great opportunity to evolve as a business and as a person, and possibly make the most money ever by providing good and honest service.
      Phase 1 is to get you to think about your position in the market place. Compare yourself to the impossible, because doing so will open your mind to potential solutions to frictions that exist in your business today, by just thinking about them.
      When Jeff Bezos evolved Amazon, he wasn't trying to provide the lowest price on products. He was and is trying to fulfill what his customers want, cheaper pricing on goods and near instant delivery. He's delivered on both. Your customers expectations are different, and if your service level is built on trust, price becomes much less of a barrier.
      Tune in next week, where we continue this series of... How to evolve my auto repair business. I had a really great title for this series, but it was stolen and trademarked.

      View full article


  • By Joe Marconi, in Automotive Management,

    By Joe Marconi, in Selling Automotive Repair,

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