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Rude or Incompetent

There's a point when all the communication skills and diagnostic theory just go straight out the window. Nothing you do will change or affect the outcome of the situation, no matter what you do. You’re at the mercy of the situation. I always go back to the quote by Will Rogers, “I never met a man I didn’t like.” I agree… except I don’t think Mr. Rogers was referring to the happenings at the service counter. It's not that I don't try to get along with everyone who comes in the door, but there are times that no matter what I do, we aren’t going to see eye to eye.

Could be a communication problem, could be one of us is not comfortable with the surroundings, could be my turn for a bad day…or theirs… who knows? To be honest, I'm not one to sit and listen to a long winded story of how they bought the car on a rainy Tuesday, or how the right rear seat belt hasn't worked, and the transmission sometimes doesn't shift, then this morning the battery went dead so they had to jump start...but… that’s not what they brought it in for… however… they thought I should know “everything”. How about we just get to the point and go from there. For some… that’s not at all possible.

And, if you ask, “So, what you want me to find out is why the transmission doesn't shift sometimes?” you probably just started a string of improbable conversations that will inevitably end with me being either called “rude” or “incompetent”. As with the following example.

They'll answer, “No, I need you to find out why the engine stalls. What ever gave you the idea that I wanted you to look at the transmission?”

“Cause you mentioned it right before telling me about jump starting it.”

“What are you talking about?”

“I'm talking about what you’re talking about.”

“I said the car died when I was driving it, and now the battery is dead. That's why the engine is missing. Apparently you're not as good a mechanic as my friend said you were.” (See… I reached incompetent pretty quick this time.)

Then there are the times someone will come into the shop and tell me somebody said to them that I give some sort of discount if they are a member of some car club. Or I have a “no charge” policy to check out their car for special customers. Huh? Really? Who? What the? How does this get started? Oh, and of course.... this leads to the “rude” side of things and another potential customer out the door. Even if I try to offer them some condolences for their misinformation their mind is made up, and since whatever it was they were told isn't happening, it’s OK for them to raise their voice and be demanding… because, well… I’m rude.

The biggest laugh I get is the typical type of “A” personality person who comes in the door and wants their car looked at “NOW”. Are ya serious? How, what, when, or where did ya ever get the idea that you could walk into a shop, doctor’s office, restaurant...etc... And demand something like that? I'm afraid to say it but, it happens a lot. I suppose it's this rush rush world we live in these days that some people think the world revolves only because they allow it to. I guess I missed the fairy’s dancing in front of you while they were lofting rose petals for you to walk on… sorry about that… please forgive me.

A typical situation happened just the other day. An elderly gentlemen came into the office asking about a brake problem he was having on a truck he kept alongside of his house. He uses it to pull a camper trailer, but he hasn’t used it in years. He wanted an estimate on bleeding his brakes, but before I could give him any kind of estimate he had to tell me all about the brake system on his truck. (Here we go…) I asked him what kind of truck it was. That led to him waving his hand at me as if I wasn't supposed to worry about things like that. He explained it to me, “This is a truck brake system that I’m talking about, and you don't know anything about those.” (Gee, I'm glad to know... that I don't know...so I guess without knowing...ya know, I probably can't fix it either.)

He went on to tell me, “I saw a leak around that little thing that you bleed the brakes from, so I tightened it up. I've also switched it over to DOT 4 brake fluid and added a brake aide to it.”

I said to him, “You've modified the brake system I take it? Dot 4 and some sort of brake aide? I'm wondering if the leak has been taken care of correctly. That could be the reason you need the brakes bled.”

“I didn't put Dot 4 in it, and I don't have any brake aide on it... those are for big trucks. Mine is a ¾ ton truck,” he stammers.

“You just told me you did,” I badgered back.

“No, I didn't. Are you having trouble understanding me young man? All I need is an estimate for bleeding the brakes.”

“What kind of truck is it?”

“It's a Dodge... and it has a small camper trailer that I've had for a while. Oh it’s a real nice one, and I use it all the time.”

“You told me you hardly use it, and that’s why it’s sitting alongside of your house.”

“No, I use it a lot when I need to. So how much to bleed the brakes?”

“If you're seeing brake fluid leaking odds are you probably need a lot more than just the brakes bled, sir. Chances are it could be a wheel cylinder leaking, and of course I'll have to check the fluid for any contamination. Which could lead to even more issues.”

“Oh, I see, Ok then, I don't have the truck with me. Can't drive it right now... brakes ain't working, I just need a price for bleeding them.”

“I could give you an estimate on the average time it takes to bleed a brake system that is fully functional and doesn't have any other problems, if that's what you'd like?”

“I'll bring the truck in so you can look at it and give me an estimate, as soon as I get the brakes fixed.” (Ah dah, isn’t that what you wanted me to fix?)

This is like the guy who drives his car to the shop because it won't start. I'm really laughing inside you know, even though I’m being as professional on the outside as I can be. I mean seriously… the car that you drove to the shop starts and runs fine… what am I supposed to do now?

A few hours later the brake bleeder guy is back.

“What can I do for you now?” I asked.

“None of the other shops would talk to me. They told me to get out. You're the only one who would even tell me what’s going on. So can you give me that price on bleeding the brakes now?” he asked.

I guess I wasn’t rude or incompetent enough… it never ends.


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  • Like 1
Posted

The guy never did bring the truck in to get the brakes bled. LOL Or maybe I'm still waiting for him to fix them first. LOL

Posted

It's because people don't want to be the one responsible for their own car repairs. My guess is that it is so expensive to keep a vehicle running today. They are always looking for an out to paying for what has to be done. Maybe when the economy improve will see less of this!

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         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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