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I went from a dream 2 years ago to opening our doors today. This site has been a tremendous resource and Joe's articles have opened my eyes to many issues I would not have foreseen.

 

Today was just our soft opening but it went better than expected. I have a huge amount of respect for owner/operators with out any employees. We have our tech, shop manager(my partner), and myself(mainly absentee owner). It was a huge learning day with new software(garage partner pro and all data). We had 5 cars 2 being organic and 3 friends and family. We have a timing belt job we are quoting tomorrow as well.

 

The last 3 weeks we spent cleaning, painting, and remodeling the shop from the previous owner who did not do any of those for 10 years.

 

We have had a lot of success from handing out flyers to our neighbors in the many industrial parks around us.

 

here are some before pictures of the shop

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after

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Joe, appreciate your response and hope one day I can contribute as much as I have gained.

 

2 weeks later things have been getting busy. We had over 10 cars last week. we have implemented daily tracking spreadsheet to keep up on daily metrics(car count, closed tickets, gross sales, and gross profit).

 

Our news paper ad starts tomorrow and we(my partner) have been winning over some fleet accounts with our first fleet service Monday. We are pushing for next week to push into some daily net profit and never look back.

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  • Have you checked out Joe's Latest Blog?

         3 comments
      Got your attention? Good. The truth is, there is no such thing as the perfect technician pay plan. There are countless ways to create any pay plan. I’ve heard all the claims and opinions, and to be honest, it’s getting a little frustrating. Claims that an hourly paid pay plan cannot motivate. That flat rate is the only way to truly get the most production from your technicians. And then there’s the hybrid performance-based pay plan that many claim is the best.
      At a recent industry event, a shop owner from the Midwest boasted about his flat-rate techs and insisted that this pay plan should be adopted by all shops across the country. When I informed him that in states like New York, you cannot pay flat-rate, he was shocked. “Then how do you motivate your techs” he asked me.
      I remember the day in 1986 when I hired the best technician who ever worked for me in my 41 years as an automotive shop owner. We’ll call him Hal. When Hal reviewed my pay plan for him, and the incentive bonus document, he stared at it for a minute, looked up, and said, “Joe, this looks good, but here’s what I want.” He then wrote on top of the document the weekly salary he wanted. It was a BIG number. He went on to say, “Joe, I need to take home a certain amount of money. I have a home, a wife, two kids, and my Harly Davidson. I will work hard and produce for you. I don’t need an incentive bonus to do my work.” And he did, for the next 30 years, until the day he retired.
      Everyone is entitled to their opinion. So, here’s mine. Money is a motivator, but not the only motivator, and not the best motivator either. We have all heard this scenario, “She quit ABC Auto Center, to get a job at XYZ Auto Repair, and she’s making less money now at XYZ!” We all know that people don’t leave companies, they leave the people they work for or work with.
      With all this said, I do believe that an incentive-based pay plan can work. However, I also believe that a technician must be paid a very good base wage that is commensurate with their ability, experience, and certifications. I also believe that in addition to money, there needs to be a great benefits package. But the icing on the cake in any pay plan is the culture, mission, and vision of the company, which takes strong leadership. And let’s not forget that motivation also comes from praise, recognition, respect, and when technicians know that their work matters.
      Rather than looking for that elusive perfect pay plan, sit down with your technician. Find out what motivates them. What their goals are. Why do they get out of bed in the morning? When you tie their goals with your goals, you will have one powerful pay plan.
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