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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?

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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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