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Here We Grow ! Ideas for shop layouts

TonyD
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TonyD Apprentice

TonyD

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well i guess this is a good problem to have we have outgrown our current facility, we have been at this location goin on 20 years and we just need more room , and would like the asset of owning our own facility. currently we are running out of a 2300 square foot facility 3 bays. we are putting to gather a deal to purchase a property close by but we would have to bulid a shop on the site . the issues i have are they layout i know what i dont want. just want to bounce some ideas from guys that are in the trenches the architects cant relate to all the circumstances. that we encounter on a daily. what i a leaning on is not your "midas" style layout with six drive in bays i would like to use a more open layout about 4000 square feet . drive in from the side and have stalls on left and right and a drive threw door on the other side. my questions are if any of you are utilizing this type of setup any pros and cons to it . we hope the town will approve a footprint of 70x60 or 60X50 if the make us scale it back. my question are if any of your shops are similar to this do u have any issues with fitting larger vehicles ie trucks and vans, or work flow . also if you have recommendations of sources that may have designs that may be viewed or purchased . we are in the north east so winters are a factor right now we are entertaining block and or metal construction.

thank you guys for taking the time to view this post , Happy Wrenching!

ATLAuto Rising Star

ATLAuto

Posted
Posted

Interesting question on an open, barn-style layout vs. a midas-style multiple bay layout. I see pros and cons on both sides here:

 

Open style pros:

- Cheaper to build

- Cheaper to heat with one door (important for you up in Mass)

- Able to centralize and move about the shop easier

 

Midas style pros:

- Looks better from the street (subject to opinion, but most would agree that this appeals more than this)

- Vehicle are in and out much quicker, no traffic jam at the door (the shops in our city do 50-60 cars a day)

 

Personally, I'm a fan of the Midas style, and we are actually in the middle of renovating our building as such. However, we are in Atlanta. In Mass, weather becomes a concern, which makes me understand the open style.

Big_K Apprentice

Big_K

Posted
Posted (edited)

There has been discussion about renovating our current site for the past 15 years! I hope that 2014 is when it comes to fruition. My biggest goal would be workflow. So this is something I am always talking and thinking about..

 

I know of a shop with the exact setup you're talking about, although I haven't spoken to him about workflow...it seems to be working. Do you have a lot of separate parking? I could see it being an issue if you don't since the midas setup may have less of a foot print, but I assume you'd put the "Next cars" in the middle section, or constantly keep it clear?

 

 

I would consider a similar style. We are always wasting time with backing cars out, while new customers are coming in...and then I get to run traffic control.

 

I wanted to build a hybrid of your idea... basically an L shape. 4 bays midas style. and 2 bays that are purely drive-through for quick jobs.They would essentially be leaving through the alleyway.

Edited by Big_K
mmotley Proficient

mmotley

Posted
Posted (edited)

I'll soon be having meetings with a general contractor about plans for my new shop. I'm trying to avoid the Midas design, but that is more so because of my business model. I wan't a more upscale business front, with a shop in the back. 1 enter door, 1 exit door. I also like this for a heated/cooled shop. Also less door maintenance (not sure how much this equates to in dollars per year). Parking would still be outside, probably behind the shop.

 

"more so because of my business model"... For some reason, after I read that I felt like that may come across as 'snoby' or that I feel Midas design is ugly. Not so. Midas design is quick/fast/efficient and profitable. My business model and clientele simply prefer a 'clean' business front.

 

I think it really comes down to personal preference and what type of business you operate. Quick lube lanes will probably call for a 'drive thru' stall. Custom audio/performance shop probably would do better with big wide open work space with fewer entrances and exits...

Edited by mmotley

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    • Joe Marconi
      The Technician Shortage Is Our Fault, And It's Time We Own It
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      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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