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Hello all from sunny California


BakoMack

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Hello my name is Mike and I'm from southern California.

 

I am taking over a existing Dismantling operation with multiple employees.

 

Ive read a lot on this site and got a lot of advise from reading about other peoples situations. I hope this site is as helpful for me as other shop owners. I have a ton of questions and few people I can get unbiased answers from.

So again hello all and nice to meet you.

 

 

 

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Well it started out as a hobby because I was tired of dealing with unreasonable customers, shoddy work brought to be to be fixed, and other problems associated with people and fixing their cars.

 

So I asked myself what do I like about turning wrenches. taking them apart is the fun part to me, fixing and putting back together not so much

I figured out a way to do just that and sell the parts that could be sold and scrap the rest. has worked out well for me so far

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  • Have you checked out Joe's Latest Blog?

         0 comments
      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.
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