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Greener Grass - - Passion or Paycheck? Would it change if you changed professions?


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Greener Grass

 

You’re washing up after a long, hard day. Your shirt tail hasn’t stayed tucked in since lunch time, and everywhere you look there are more oil stains and dirt on your clothes from working on that last engine. Then the service manager shows up wanting to know why that last job isn’t finished, and asks if you can stick around a few more hours to get it done. You’re about to blow a gasket, but you keep your cool, and call home to tell them you’ll be late again.

 

Between the car problems, that lousy air hose fitting that blew apart, and that last repair order you got that listed the customer’s complaint as: “Car don’t go.” You’ve had enough. You slam the screwdriver drawer shut as you say to yourself, “I’m going to quit. I’ll find another way to pay my bills. I can’t take this anymore.”

 

Even the guys and gals coming out of technical schools wonder if this was the right choice. Most of them have the same worries: “Can I find a job? Will it pay enough?” Everyone wants to get out there and do what they were trained to do, and the road from just being a lube tech seems so long and narrow that the thought of changing careers creeps into the conversation.

 

I’m sure at one time or another we’ve all thought about trading in the toolbox for a cubical office job. There’s such an investment in training and tools that you have to wonder. “Is it all worth it? Is there anything else I could do? Is there greener grass somewhere else?” If you listen to some of these motivational speakers they’ll tell you, “Don’t follow your passion - follow the money. Your passion may be the thing you love to do, but money makes the world go around. Life’s too short to train and become an expert, go where the money goes, do what pays the best!”

 

Then the question is asked, “Is there any money to be made in this trade, or am I just fooling myself? Should I start thinking about a different line of work?” Anybody who’s been around a while will tell you the real money in this business is for those who have the knack and the temperament to deal with the ups and downs. If you’re the type of person who finds mechanical things fascinating, or an automotive related TV show entertaining, or an old restored ride rumbling down the road makes you strain your neck for a better view…well then, you’ve got a passion for things mechanical.

 

I’ve known a lot of guys who left the trade for one reason or another and then eventually came back to it. Now why is that? Why would you hang up your wrenches, and then decide to come back to it later on? I thought the pay was terrible, the working conditions were too rough, and the training was too much? It’s probably the same reason why you’re reading this. It’s in your blood. Cars, boats, trains, heavy equipment, etc… those mechanical wonders that make the industrialized world move progressively forward into the future are part of your make up. Ya can’t change who you really are. Money may change how you’re involved with all things mechanical, but I’ll guarantee you’ll still find room for them.

 

If you check the average income for technicians across the country the figures are simply appalling. Who in their right mind would invest thousands and thousands of dollars into personal equipment to repair something that needs such a highly skilled person to properly repair them? Only to be put at the bottom of the list of important contributors that keeps this society on the road? Yep, the mechanic knows that scenario all to well.

 

I tried to figure out how they arrived at these income figures. From what I could find out the national average is based on every facet of the automotive world. From the lube tech, tire shops, muffler shops, brake specialty shops, and various dealership/independent shops. I find their results rather misleading.

 

If they did the same analysis on the average salary of a chef they’d find the same huge differences between them as well. Just as it is in the automotive field there are different levels of compensation. The person who preps things in the kitchen is just as much a chef as the person whose name is on the door. So why are there so many variations in income levels?

 

Its training and your expertise that makes the difference, you’ve already got the passion for it. Gee, the three things some of those so called expert motivational speakers tell you to ignore. So if the main reason you’ve thought of changing professions is based on an average salary…think again… your passion may win out in the long run. Now all you need is that training and expertise.

 

This trade is like any other trade… with one exception. Not all you know today is going to help repair the cars of the next generation. You have to constantly learn something new. Training is what is going to make the difference; it’s a never ending pursuit of knowledge on new technology, procedures, and tools.

 

Just remember that passion that got you started. It’s still there. Learn as much as you can about your trade, learn it well, and be the best that you can be, that greener grass may be a lot closer than you think.

 


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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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