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Love this. Had a customer this past Saturday that gave me fits. After he authorized some diag work ($380 to be exact) for us to remove the intake manifold off his 650i to investigate an engine noise, the next day he had a huge problem with the charges. We had discussed and he even acknowledged he gave the OK to do the work even with no guarantee of the problem being found. We talked to him the whole step of the way but because he was now out $380 on something he agreed to do he didn't want to pay. Long story short he says to me, "I understand that you have to charge a diagnostic fee. I also understand that if you find the problem, the diagnostic fee should be waived." WHATTTTTTTTTTTTTTTTTTTTTTTTTTTTTTTTTTTTTTTTTTTTTTTTTTTTTTTTTTTTTT!!!! This is after 30 minutes on the phone with the gentleman trying to make him understand any and every which way. Just one of those you can't help, ended up charging him a $100 service fee and sent the car on its way. Can't wait til he calls back wanting help again but by then the car will probably have imploded.

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Great article. All NON automotive repair shop owners need to read this article so they can understand why there is a charge for diagnostic work. Project M Spec, we have run across those type of customers at our shop as well. It seems as though some dealerships charge in this manner where if you agree to do the work with the dealership they waive the diagnostic fee. When customers hear this they think all shops are suppose to operate in this manner.......

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Firstly, a truly awesome article, Joe, and just the kind of material that we find pertinent to our own situation. Looking forward to many more and thank you so much for sharing your own hard earned knowledge, experience and skills. We admire you for your dedication to not only the growth of the industry, but also, that the next generation taking on this unique, profitable, yet extremely difficult industry, have the tools and mentoring to survive and thrive well into the future.

 

Secondly, I absolutely love R+W. It is my favorite read. We (the entire family, all in this crazy business) read it from cover to cover and keep the back issues for reference. If only there were a publication like it dedicated to shop owners and managers back when my husband and I went from working in, to managing and owning the family business in 1982. Though there had already been 52 years of experience before us, from his grandfather and father,by then the economy and demographics had already started to change.

 

Around 2005, when we finally decided to expanded,once again we found ourselves facing a new economic climate. With the opening of our second store, we finally had access to the information and knowledge from people who truly knew and understood this business. In late 2008 the new shop opened for business and the articles from R+W and ASO have made a real difference toward success and moving on to the next goal for another store.

 

So, thanks again to Joe and to all the people here who make access to knowledge, information and resources possible!

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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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