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Posted (edited)

I'm also interested in this and had a live demo. I'm not really interested in the email advertising (see Gmail and their new filter system) or their mail outs (Hand addressed envelopes seem to work better and are comparative in cost). But I do like the way they break down your customer database into categories with details, maintain your social media accounts, and actively pursue positive online reviews. They also let you see how you compare to other local shops in advertising and other numbers.

 

Joe, I can tell you this. I have spoke with a customer who used to go to another shop and I asked for her opinion on mail outs (thank you notes and reminder cards). She said she had gotten a reminder card from the other local shop and said it looked cheesy/mass production/not personal at all. She said my hand addressed thank you letter and reminder letters that I personally sign looked way better and came off a lot more personal (she kept it and showed it to her friends). I'm 99% sure the other shop was using customerlink.

Edited by mmotley
Posted

Hi Joe,

I have been with DemandForce, MechanicNet, and now CustomerLink. I also considered the new Alldata offering.

 

All are fairly similar, what I liked about CustomerLink is the fact that they only deal with Auto Repair. MechanicNet...when I needed things changed, it was impossible to get anything done. Everything was very quick to sign me up, but afterwards it was lagging. DemandForce was working fairly well, although CustomerLink was a little cheaper, and I really liked what they did with the mailers. I am not sure if our customers were ready with text messages, but I had a huge fallout with text messages through DemandForce and perhaps that's what made me change.

Posted

I am not sure if our customers were ready with text messages, but I had a huge fallout with text messages through DemandForce and perhaps that's what made me change.

 

Was CustomerLink recommending sending a text message ad to all your customers? If so, I can see this having a negative impression. Curious if they have success with this anywhere.

Posted

Wow I had a demo with CustomerLink too. Haven't had any issues with DemandForce but CustomerLink had a great setup as well. Cheaper and no contract.....

 

P.S. I have customers who love the text messages and some who could care less. All they need to do is opt out at the first text and they will never receive one again.

Posted (edited)

CustomerLink doesn't have the text message option. DemandForce does, I had it setup that I sent a preliminary text to acquire approval. I wouldn't ask for permission, sometimes I'd forget...I had one guy in particular throw a 3 minute tantrum on the phone about privacy and then ask me which service that is since he's a lawyer and his company could use something like that...great guy. :rolleyes:

 

 

Otherwise, the lack of contract was really easy to switch. If you're ever with DemandForce, prepare to get a call from a professional bully at the end that will try dissuade you by any means necessary to not cancel. I told him that I would consider coming back if CustomerLink wasn't working but by the nature of his phonecall, I won't be back. He didn't care, he lost his commission and was pissed...he also offered a lower monthly price.

Edited by Big_K
Posted

I just did a 4 month deal with Customer Link and used a tracking number to report any calls from the flyers. The only phone calls I received were 2 wrong numbers, one looking for a plumber and the other asking for their "Uncle Steve" and one person asking if we were hiring. I have started simply passing out flyers myself and using the post office and their route delivery option to target people around my shop and received much better results. Not to mention when I asked if I could change anything about the program to get better results all I was offered was a free month of mailers if I didn't receive any calls. However since I received 3 calls (the first of which came before the mailers were even mailed out) this was also not an option. After cancelling service I was also charged a $90 fee the next month and could not be told why. In my opinion their professionalism disappears once you start the service.

Posted

I've not used any of these products but I have used the usps direct mail system and it's very easy to use. Didn't get many results but that was likely due to the offerings on the postcard.

 

Sent from my SCH-I605 using Tapatalk 2

 

 

  • 1 month later...
Posted

 

Was CustomerLink recommending sending a text message ad to all your customers? If so, I can see this having a negative impression. Curious if they have success with this anywhere.

Law requires that if you are sending something for promotional services, you're required that the customer opts in themselves. So no sending a text message without consent.

 

We're probably going to move away from customer link soon. Their postcards were useless, and their review system stays..on their review system. Its nice to have all the reviews, but they aren't in the most effective place - like they would be on bing and google (I'm looking at going with overdrive strategies maybe, for reputation stuff. they were recommended to me by a friend). But i've moved our email marketing off, over to just mail chimp, I think the demographic photos are a bit cheesy, and I doubt their effectiveness. Looks cool from shop owners perspective, but that may be the extent. Looking into replacing all they do to save $300.

Posted

Could you guys elaborate on the usps services? Thanks.

Basically you take your own flyers, postcards, etc. to the post office and buy a route and every address on that route gets one of your pieces. They have all the info as far as how many houses and businesses are on each route. It is very reasonably priced (I am just north of Atlanta and can buy most routes for under $50) and the main hassle is getting the flyers printed. I do all of my own but you can also farm it out to companies like Vistaprint.

  • 5 months later...
Posted

My customer link rep has pretty much told me to run. It was really good but they were bought out. I already noticed some little price bumps. Not to mention the dreaded automatic renewal if you don't catch it

Posted

bought out by intuit, if you don't like demandforce (me!) then I would not mess with customer link at this point. Check out KuKui. Price point is higher but thats due to website they build you and also the SEO they set you up with. I am using them and I am happy so far.

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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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