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Reggie -

 

Can't say that I blame anyone for wanting to leave Summit I had no idea the internal conflicts within the company and now with all the software delays it seems to make sense as to why. The folks at Summit seem to have addressed that issue and have come to the table with time lines moving forward that I feel good about and let's not forget they are one of the last independent management software firms left in our industry.

 

As for CCC One and the folks that control them (Insurers) it seems easy at first to have them as a package deal but CCC One Management has nothing over Summit when it comes to quality of use nor ease and smooth transmitting of data, The sad part comes in when every bit your information you plug into that program can be and is shared with anyone willing to buy it, this may sound crazy but it's true from the time your estimate is started completed converted parts orders made revised returns supplements created re-created hours logged per tech rates paid per technician material usage migration from scale software you name it they have everything. Did I mention notes, profit reports and cost shifting which is still after all these years as popular as ever within the collision industry for those reading this collision shops have 3-5 Times the investment of mechanics shop and yet somehow they can work for half your labor rates and capped mark up on parts.

 

Changing management software for the benefit of your company can be a good thing but I am not quite ready to allow every insurer watch all my record keeping and monitor my every step unless they would like to buy my business and take me in as a employee.

 

6 Insurers write over 80% of all Auto Policy's - 1 Glass company oversees virtually 100% of all glass work done in this country - 1 Junk Yard handles virtually 100% of all dismantling and parts sales - The same Junk Yard owns the aftermarket parts company that handles almost 100% of all non-OEM parts sold - You have but 3 estimating software companies left and they all are trying to have there own management module to go along with there estimating so the data mining they can do on you can be sold to anyone wanting it.

 

I would like to hear why your thinking of switching?

 

Jim

 

 

 

 

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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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