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Like most professions, automotive repair relies on good information. Preciseness is a must. If the manual shows a tolerance for a gear back lash or specific timing for an engine, the person holding the wrenches is going to do his/her best to obtain those values. It’s not only the values, but the descriptive nature of the components that’s just as important. If two techs are talking about a solenoid or a sensor, the terms and nomenclature are important for their conversation. This is true in just about any type of job or hobby. Getting the description of a component or procedure correct is all part of the communication. But, that doesn’t hold true with the novice or misinformed customer. Trying to sort out what is a real problem and what is not, can be a terminology battle.

 

I know I’m not the only one who’s had to deal with the phone call or customer at the service counter who is trying their best to describe their problem, while throwing in some term or part name that just doesn’t fit their explanation. Now, if I try to explain something to someone I always will use the full name or common name for the component. That way I feel I’m not misleading them. They may ask several times, “Now what’s that part called?” and if that happens, I’ll try a little less professional explanation. Although, from the consumer’s side of the counter all bets are off when it comes to explaining things. I’ve heard it all. From headlamps being referred to as “light diffusers”, and a timing belt as a “clocking controller”, and of course, the ever popular… “relay switch”. There are thousands of odd terms out there, far too many for me to list here.

 

By now, you’ve probably got some sort of grin on your face, yep, me too. My wife on the other hand, tells me I shouldn’t stand at the service counter with that quirky little smirk when this happens. Honestly, after some of the escapades I’ve had, you can’t help but laugh. Just to prove a point, one night after dinner my wife and I were talking about a subject dear to her heart…quilting. (Which I know next to nothing about.) I purposely blurted out a mixture of two different terms I’ve heard her use, all in the wrong context just to see her reaction. And, right on cue she went into full out “giggle snorts”, which nearly dropped her to the floor with laughter. That’s proof enough for me. Whenever you’re talking to a pro, and you try to sound professional and don’t… the giggle snorts are automatic.

 

This also includes jumping into an explanation for one problem, and then abruptly asking a question that’s completely unrelated or absurd. How do I handle these absurd questions? Easy, I have an absurd answer to go along with it. Of course, I’ll try to correct their misguided information, as long as it doesn’t go so far off base that it turns into a lesson in automotive repair rather than trying to fix their car.

 

Just the other day I got a call from a guy who told me this interesting story. He said after installing a new battery the headlights wouldn’t work, the park lights wouldn’t work, and it wouldn’t come out of gear. As his description of the problem continued, my little mechanic brain was already hard at work zooming through the wiring diagrams of that particular car and surmising the possible problems, when all of a sudden he blurts out an entirely unrelated question that stopped my thought process dead in its tracks.

 

“Do you think it’s the security system?” he asked.

 

Ok, good question… sort of.

 

A quick rethink of the theft and starting system on that type of car, I answered him, “Does it start?”

 

“Yes, but I can’t get it out of park.”

 

Knowing the circuits I could deduce it’s not the security system, so I answered his question like this, “No it’s probably not the security system. I’ll bet you have an open circuit either from something you left disconnected, a blown fuse, or fuseable link.”

 

“What’s a fishable link doing in my car?” (Did I say that?) That’s a new one. (I’ve got that smirk on my face again.) He kept repeating it even after I tried to correct him. For some people it’s from misguided information, or sometimes it’s a homegrown interpretation of how the car works. Sometimes they just don’t comprehend what you’re telling them. It never ceases to amaze me how many times somebody will call a component by some homemade name, or twist a problem they are having into an indescribable adventure into some weird world of automotive jargon.

 

Maybe it’s me… maybe I’m trying to be too precise. But, I can’t think of any other way to be, except to be as precise and to the point as I can possibly be. For example, the call I got about a 95’ Jeep that the owner claims to have ripped out “all” the wires. But, it runs fine, has a transmission problem, and the tail lights don’t work.

 

Aside from the short history lesson about his car, his only “actual” question was, “Do ya think it’s a coil pack?” Ok, for the layman a coil pack might as well be a widget. But, to the trained and seasoned tech the mere word “coil pack” speaks volumes. Again, that little mechanic brain of mine was trying to put together a mental picture of wires pulled out, a bad transmission, and no tail lights only to have this question about a coil pack come at me from left field. Now all I have is this “Rube Goldberg” image of what’s left of this guy’s car in my head. (For the record a coil pack is a device that produces the high voltage spark for a spark plug, and a are in pairs or multiple coils molded together to form a “pack”.)

 

His only question was whether or not I think it was caused by a coil pack. My answer to him, “Ah, no.” The more he explained his problem the more my diagnostic mind went into a tail spin with even more bizarre interpretations of unrelated issues. At some point it becomes a futile effort to either explain things, or try to make sense of what is going on.

 

Every mechanic has experienced these “questions” at some point. I for one, get a kick out of the absurdness and wacky explanations. If you can imagine spending a day deep in thought over a serious diagnostic problem with countless diagrams, software, and scanners, then end up on the phone with somebody wanting to know how much to put a helicopter landing pad on the top of their Yugo, then you can understand why your mechanic gets a case of the giggle snorts when you ask him that.

 

Sometimes it might be better just to tell the mechanic what the problem is and leave the diagnosing to the experts. The details are in the communication, the better the communication the fewer giggle snorts.

 


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Posted

I guess that's only fair Joe... I sent a few crazy's in your direction so now we're even. LOL

Posted

good one Frank, that's as bad as the guy who came in telling me his, "flipendoozel" went haywire. I never did find out what that was, he left in a huff because I asked him to spell it.

 

LOL... unbelievable...

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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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