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Stories of you first year.


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Always slow in March and first part of April. I attribute it to the late snow falls that come our area, late for us is March snows...not like you guys up north. The big difference is if there is even an 1/8 of an inch of snow they roll the sidewalks up around here. Which means a lot of people don't get a full paycheck that week. With the credit card bills coming in from Christmas, the snow fall, the lack of a full paycheck everybody is broke.

 

As soon as the 15th rolls around it's like a roller coaster ride of busy slow all the way until Sept. when school starts again.

 

As far as my first year... geez...that was so long ago I've tried to forget it....it wasn't great but after 30+ years I'm still at it, still waiting for that busy season. :)

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Thanks for the input. With starting out the highs and lows can be vary vast and a but uncomfortable at times. We are actively perusing fleet accounts. We have had a great deal of success out of the few we have had and also had owners brings their cars in as well. There is about a dozen companies with a fleet withing a few miles of us. We are not passively waiting for business; that does not allow for easy nights sleep.

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Thanks for the input. With starting out the highs and lows can be vary vast and a but uncomfortable at times. We are actively perusing fleet accounts. We have had a great deal of success out of the few we have had and also had owners brings their cars in as well. There is about a dozen companies with a fleet withing a few miles of us. We are not passively waiting for business; that does not allow for easy nights sleep.

I don't mean to hijack this thread but what is the best way to approach fleets to gain their business, do you just cold call and then hopefully set up an appointment to meet with the manager hoping your prices and services are better than whoever they are using now? I have been looking into this lately and would appreciate any advice.

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I don't mean to hijack this thread but what is the best way to approach fleets to gain their business, do you just cold call and then hopefully set up an appointment to meet with the manager hoping your prices and services are better than whoever they are using now? I have been looking into this lately and would appreciate any advice.

 

We have little skill in "fleet service sales" but we both have sales backgrounds. That is what we are counting on to get the accounts. We are stopping by with a flyer we made asking to talk with the decision maker and going from there. So far its been better than any other form of marketing.

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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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