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Cell phone use and too quick to judge

 

I was in a clothing store at the local Mall yesterday with my wife. How she convinced me to go to the mall is another story for another day. I spotted a woman on her cell phone between racks of clothing, as if she was hiding. Immediately to myself I thought, “This woman has got to be kidding. The store is packed with customers and the line at the register is a mile long, and she is on her cell phone?”

 

A few minutes later, the same woman was at the register and someone walked in and asked her, “How’s your husband doing?” The woman replied, “I just got a call from the doctor and he is still in critical condition, but it looks like his liver is not as bad as they thought.”

 

At this point, I realized that her time on her cell phone was not to duck work, but was actually something of grave importance.

 

Sometimes there are extenuating circumstances, a lesson for all not to be too quick to judge until all the facts are in.

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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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