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Do all employees have to be re-hired when purchasing a shop?


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I have been doing some research online and I am not finding any answers to this. I will be asking my attorney this question next time we meet but basically the question is; Do all employees have to get re-hired when I purchase a shop and form a new LLC? I am note sure all the employees are keepers and I am struggling to find an answer to this. Put another way do I have to keep or be saddled with a problem employee?

thanks

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I think this is the biggest challenge at this point. I know one of the guys is a bad apple of sorts in regards to his attitude. I personally witnessed him and the current owner yelling at each other. That said he is a pleasant guy to talk to sometimes. It appears to me he is just plain tired and set in his ways. Always looking for what's wrong and looking to leave early. He does show up for work every day. I have considered taking out an ad and attempt to get some replacment person lined up but I have hesitated to do this as of yet because I am not officially the owner. I guess I will just had to start looking and disclose the situation, I.e. shop is not officially mine yet.

Edited by Sean
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  • Have you checked out Joe's Latest Blog?

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      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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