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Hello everyone,

 

As some of you are aware I'm currently running my shop as a side business. I still have my full time job, but I'm considering going full time with my shop to try and grow it. Well my shop currently is located on an old Hwy meaning it use to be the main hwy but now they've built a bigger hwy. Car count averages 160 per hr where I'm at and there are a lot of neighborhoods around here. My question is, there is a shop available on the main hwy with a lot more car count but the overhead will increase about 50%. Do you guys think I should stay here while I do the transition to full time and try to grow my shop with a cheaper over head or will the increase exposure make it worth it to move. I know it is a difficult questions I'm just trying to get your professional opinions.

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I wouldn't move until you have enough cash set aside to pay the increase for several months until your car count increases enough to afford the move. I was "forced" to move a few years ago long before I had the money or was ready to move and I am still struggling to get under the cost of that move.

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I agree. You haven't gone full time and I'm sure you are still on quite a learning curve... Have you hired anyone? You'll have to learn how to interview. And how to train them to call and make sells. And how much to schedule in one day... There is a lot to learn before just jumping in.

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I'm not an expert on marketing and traffic counts at all. However, while researching our location, I came to find that a Meineke repair franchise location requires a daily traffic count of 20k+ vehicles per day. A more location-dependent business, such as a Denny’s or an IHOP restaurant, requires a higher traffic count in the range of 30k+ vehicles per day.

 

I'm not saying this applies to your shop directly, but I did find it interesting that these franchises will not even consider locations off the beaten track.

 

Sources

2. http://www.meinekefranchise.com/site-submittal

3. http://dennysfranchising.com/siteguidelines.html

4. http://www.ihop.com/about-ihop/franchise-opportunities/international-franchising#05

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I left my shop on my property because a competitor turned me in for a code violation. I picked an expensive shop right on the highway for a 3 year lease. It was 3200sq ft. I out grew it and moved to 8200ft in 2.5 years. I was barely making it before I moved and then turned a profit the first month in the 3200ft building. Now I make even more money in a bigger shop. Sometimes you have to take a leap of faith to get ahead. Be aggressive and commit to whatever you choose. Make it work like failure isn't an option.

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  • Have you checked out Joe's Latest Blog?

         5 comments
      I recently spoke with a friend of mine who owns a large general repair shop in the Midwest. His father founded the business in 1975. He was telling me that although he’s busy, he’s also very frustrated. When I probed him more about his frustrations, he said that it’s hard to find qualified technicians. My friend employs four technicians and is looking to hire two more. I then asked him, “How long does a technician last working for you.” He looked puzzled and replied, “I never really thought about that, but I can tell that except for one tech, most technicians don’t last working for me longer than a few years.”
      Judging from personal experience as a shop owner and from what I know about the auto repair industry, I can tell you that other than a few exceptions, the turnover rate for technicians in our industry is too high. This makes me think, do we have a technician shortage or a retention problem? Have we done the best we can over the decades to provide great pay plans, benefits packages, great work environments, and the right culture to ensure that the techs we have stay with us?
      Finding and hiring qualified automotive technicians is not a new phenomenon. This problem has been around for as long as I can remember. While we do need to attract people to our industry and provide the necessary training and mentorship, we also need to focus on retention. Having a revolving door and needing to hire techs every few years or so costs your company money. Big money! And that revolving door may be a sign of an even bigger issue: poor leadership, and poor employee management skills.
      Here’s one more thing to consider, for the most part, technicians don’t leave one job to start a new career, they leave one shop as a technician to become a technician at another shop. The reasons why they leave can be debated, but there is one fact that we cannot deny, people don’t quit the company they work for, they usually leave because of the boss or manager they work for.
      Put yourselves in the shoes of your employees. Do you have a workplace that communicates, “We appreciate you and want you to stay!”
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