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Posted

The trucks come every week and take up 10-20 minutes of all of the techs time. Three techs waste up to 1 hour total time. Sometimes more. This is new for me. How are other owners handling this?

Posted

There has to be strict guidelines as to when the truck can come. Let the driver know that you only want him to stop by on this certain day at this certain time (which of course will be the slowest day and slowest time). If he can't make it at that day/time, do not come that week and come by again the following week. Also, if a tech is working on a vehicle and the driver comes, he has to WAIT until the tech is done with the customers car. The tech cannot stop in the middle of a customers car to go to the tool truck. You have to have rules set in place or the tool truck driver will come whenever he wants which is always at the busiest hour of the busiest day. Also, your techs need to understand the customer comes first, not the tool truck driver.

Posted

Another point to be noted in the "Employee Handbook" - Your tools is your responsibility, that includes the purchase/trade or non-work related handling of which. Lunchtime is the perfect time for the "poor-man-truck" to stop by.

Posted

the "poor-man-truck" ....

 

hahahaha! I have never understood buying tools off these trucks. Maybe it's my Dutch roots, but paying 200-300% higher costs for brand-name tools just never sat well with me. Amazon, eBay, and even Sears have treated me very well over the years.

Posted

If the techs want to buy their stuff it's ok by me. Plus these vendors have items that won't be found anywhere else. I just think that the vendors need to follow some guidelines that don't use up the shop's time. Thanks for the advice. I would like to hear

from a Snap-on or Matco salesman for their prospective.

Posted

It's totally ok with me(the shop owner),when those "tool trucks,which by the way is snap on and matco" come by to the shop and my techs will spend 15 minutes on the "truck"..Even IF the customer is waiting..After all my techs are buying quality tools which will make their jobs easier thus in return making them more effecient.I wouldn't want my techs NOT having quality tools.Just think of the problems there would be if techs had crappy tools and rounding nuts and bolts or even worst breaking bolts...If shop owners don't want their techs on the trucks maybe the shop owner should provide all the necessary tool required for all jobs..I'm fortunate that my techs will spend only a few minutes on the "trucks".My techs are responsible enough to know that 15 minutes on a tool truck is too long to get their business done.

  • Like 1
Posted

I agree that my techs purchasing the correct "quality" tools for the job is something I do not want to interfere with. But the tool truck does start to become a gathering point or a water cooler so to speak. When that happens I have no problem reminding them that there are customers waiting. Usually if I see the truck out there for more that 15 minutes then I will go check it out to see what is going on.

 

Or more truly in my case, I am usually out there buying stuff just like the rest of my guys. ;)

Posted

But the way nmikmik, what do you mean by the "poor man truck".?

What i meant was that you pretty much have to be independently wealthy or sell your soul to the credit cards in order to afford them, hence the quotes.

  • Like 1
Posted

If you guys have jobs scheduled to a point where 10min makes a difference please show me how. I can't imagine telling my guys their tool buying/having repaired is their problem and to do it on their time.

  • 1 month later...
Posted

I will post from a tech's perspective, but first I want to say, our tool truck comes the same day, the same time, each and every week. Perhaps the shop owner/manager should not be scheduling directly at that time, or schedule lighter? Expecting them to finish an oil change and then do their business is one thing, expect them to finish that brake job they just got the wheels off for is another.

When the tool truck arrives, we need to get our tool purchases taken care of, our bills paid, our questions answered and our warranties fulfilled. Those tools are what are making us money and in direct relation making you money. There are some battles you should avoid and this is one of them.

 

If I had a manager who got upset at that 15-20 minutes, if that, that isn't even every week as we do not make the kind of money required to be purchasing these tools every week, I would secretly be looking for a new job to push my box into. Maybe that doesn't resonate with you, because I am some random tech on the internet, but how do you know your A guy isn't feeling the exact same way? Can you afford to lose a quality tech over this?

On top of that, Snap-On and Matco and Mac and Cornwell, and whoever else comes by your shop, do not have store fronts. We cannot go around chasing them on their routes, because we need to be at work too, most of them are cautious about meeting up with you after work because if they are caught selling on an area that is covered by someone else's route, even if it is your house, they get in a lot of trouble. Nor do I feel I should have to do this.

No shop is helping me with the 40,000.00 of tools that I have acquired, so please do not make my infrequent and short visits on the truck difficult. I also only get a 30 minute lunch, at my manager's discretion, for a 10+ hour day, no other breaks, so call it my one 15 minute break for the week.

  • Like 1
  • 4 months later...
Posted (edited)

My tech's seem to keep their tool truck time within reason so it isn't a problem for me. I work on my tool providers vehicles. Not only do I do work for my Snap-On and Matco tool drivers, but they have been a great help when I need a tool that I do not have. Either of my tool reps will drive across town on an off day to hand deliver a tool I might need that they have on their truck. I have heard of other shops locally here that are a bit more stern when it comes to the working relationship of tool trucks and shops being productive. Personally I think the tool trucks have saved me more time that they have cost me by going above and beyond when it counts. Different for every tool driver though I suppose.

Edited by Chuck
Posted

This thread is still alive? You guys will have to excuse me but I come from a different industry where we didn't have route salesmen.

My only point is that they come by once a week and the entire tech crew (sometimes) goes out to the truck. Four techs (now, thank you) x 30 minutes (not always, but worse case) is 2 hours of down time that you can't get back.

 

However, I do understand the usefulness of the tool guys, I hope they understand and mitigate the down time.

Posted

Limit techs to 1 at a time on tool truck. Add a half hour to tool day. Pay flat rate. Fire the techs and get ones that don't buy tools. Or realize that working on cars is a tough job and sometimes a break is deserved.

  • Like 1
Posted

My techs make me money. for them to do it easier they need good tools. if they spend 10-15 minutes on the truck and production slows for that time so be it. My customers are extremely important to me, but having happy, well equipped techs is also important.

  • Like 1
  • 4 weeks later...

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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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