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Posted

I see more and more of these terrible warranties everyday! Its so hard to do business and explain to customers that they practically have gotten scammed. They seemingly don't understand the business of these warranties and how difficult it is to actually get them to pay, how long they will be out of a car while an inspector comes to see the vehicle and what small percentage these crooks are willing to pay. I am so sick and tired of these companies and how they make us, the repairers the bad guys! How do you guys deal with this even after you give your customers all the warnings??

 

I am in it with this one customer that replaced his wheels and springs with aftermarket parts and is now trying to get the warranty company to pay for his shocks and springs. They are most likely going to deny his claim and I am already bracing myself for the backlash.

 

I am almost at the end of my patience with dealing with these companies and really ready to say we are not dealing with them anymore. Problem is I feel it will turn potential customers away even the ones who have the warranties but understand the items they do and don't cover.

Posted

I had my first customer yesterday that mentioned extended warranty when I told him about an oil leak. He had no paper work in his glove box or anything for it, so he said he would get back with me when he finds it... Hearing your story, I'm dreading having to deal with it now.

Posted

I had my first customer yesterday that mentioned extended warranty when I told him about an oil leak. He had no paper work in his glove box or anything for it, so he said he would get back with me when he finds it... Hearing your story, I'm dreading having to deal with it now.

 

Brace yourself and don't take what these warranty jackasses to heart. I'd make it as crystal clear to the customer that there is no guarantee of anything and these companies are about not approving claims since it hurts their bottom line (how else are they suppose to make money!). Also you might want to think about charging an administration fee because between the phone conversations, faxes, waiting for inspectors, more phone conversations, negotiations, etc it can eat a lot of your time.

 

 

The contract is between the warrenty company and the customer. I tell contract holders that I will contact the warrenty company on their behalf and deal with them. ANYTHING THE WARRENTY COMPANY DOES NOT COVER THEY ARE RESPOSIBLE FOR PERIOD. The problem is these people are lead to belive the contract covers EVERYTHING. Some pay well and some dont. Just dont let the warrenty company dicate to you what is right and wrong. We are the repair profesionals.

 

 

The general customer doesn't understand how the whole system works. These are not face to face businesses nor are they altruistic. I pose this question to my warranty contract customers, "If you pay $3000 for a warranty and expect the warranty company to pay out $4000 worth or work, how do they make money? Does it make sense to you that their goal is to deny your claims?" I usually get either blank faces or the "yeah I know..." responses. Then why did you buy the warranty you dummy!!

 

The genius customer I am dealing with now says to me yesterday, "Why didn't you sharpie the H&R sign so they wouldn't know my springs are aftermarket???" and "I don't care if they won't pay, I want to use the warranty. If they won't pay I'll get another company!" The best was when he said in an agitated voice, "You should have told me that they would deny my claim if I had aftermarket parts on my car!" My response was, "It was your responsibility to read through your policy, I buy and sign for the policy and neglect to understand the warranty would be voided if you installed performance parts, you did." The response I got was, "... Your suppose to give me suggestions! You should have told me to swap out the springs, I would have brought you the old ones!" My reply, "...So just to get this straight, you want me to tell you how to scam the warranty company?" All I heard was dial tone after that ;)

 

Customers that have been dumb enough to get suckered into these warranties are generally going to be #1 Stupid as all hell and/or #2 cheap as all hell.

Posted

I have to say I am not in favor of dealing with any. It is a colossal waste of time and it gives motorists a false sense of security. When claims get denied, we look like the bad guys. Even if they understand its not our fault, it still puts them in a negative mood which is never good.

Posted

I have a simple philosophy on this, I simply tell the customer that I am going to bill them and they may seek reimbursement from the warranty company if they wish, I have tried to work with a few of these clowns and it was a disaster, my time is simply to valuable to be wasted on this.

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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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