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I had a company doing that for me for 2 years. The videos got hardly any views, although they ranked high. They had tracking numbers so the marketing company could track it, but they wouldn't provide me with hard evidence of what they did, just material they generated. I have since fired them and gone with Kukui for my marketing needs. I will continue to make my own videos and post them up to keep my rankings high, but there is no need to pay someone for this service when you can do it yourself for less than an hour a week...

Search "bmw repair auburn, ca" and you will see the youtube videos we have up there. They are poor quality with cheesy editing, thanks to the people I have since fired....

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Slightly off topic even though I am so farrrr from being a facebook expert (very much a novice!) I have seen a huge difference in impression numbers and general participation with videos over photos. We post "This is what a bad X looks like" videos and just goofy videos all together. They seem to get a lot of interest. Next will be to post some more edited and informative videos for FB and Youtube.

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  • Have you checked out Joe's Latest Blog?

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      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.
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