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My wife will soon be coming into the shop to help with the counter work and to address some of the time managment issues. We've been using a folder system that pretty well handles our needs, a wall mounted folder holder for each step of our process. I've considered refining the workflow and trying to stream line the processes we use and I thought some of the more experienced owners/managers might be willing to have a conversation in regards to workflow, paperwork managment, and office managment. Whats worked for you, what hasn't worked. Do you have a process thats followed with every job? Such as drop off inspection with customer, write ro, get diag approval, begin work, etc etc.

Do you have a time frame that you try and keep each step at? For instance do you try and keep the initial inspection short to better manage time?

In this case she'll be communicating with the customers on walk in and phone basis and shes very nervous about her lack of technical knowledge but shes very well versed on our businesses operation. How can I help her with this?

Ive found that the experienced guys always tend to give advice that works. I really appreciate the input.

 

Sent from my SCH-I605 using Tapatalk 2

 

 

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  • Have you checked out Joe's Latest Blog?

         1 comment
      Have I got your attention? Great.
      Let me start by saying that I believe in giving praise when deserved and letting employees know when they dropped the ball. However, the truth is that no one enjoys being reprimanded or told they messed up.  
      The question is, what is the appropriate balance between the right amount of praise and the right amount of critical feedback? According to studies done by Harvard Business School, the ratio of praise to critical feedback should be about 6:1 – Six praises for every critical feedback. I am not sure if I agree with that.
      From personal experience, I would recommend a lot more praise. The exact ratio doesn’t matter. What’s important is that before you consider giving critical feedback, ensure you have given that employee a lot of recent praise. If not, whatever you are trying to get through to an employee, will fall on deaf ears.
      When you do have to give critical feedback, remember a few things:
      Focus on the issue or behavior; never attack the person, and remain calm in your actions and words Ask the employee for feedback, their side of the story Speak to the employee in private Address the issue soon after it happens; never wait Don’t rely on second-hand information; it’s always better if you have experienced the situation yourself that you want to correct Have an open discussion and find things that both of you can agree upon Have an action plan moving forward that the employee can take ownership of Use the experience as a learning tool Make sure you bring up positive attributes about them Remember, you don’t want the employee to be angry or upset with you; you want them to reflect on the situation and what can be improved. One last thing. Everyone makes mistakes. We need to be mindful of this.
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