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Problems with the city help ASAP


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I have been in the same location for 8 years now and trying to grow my business like everyone. I am leasing with the option to by.the problem is my landlord don't want to put money into the building. So I have been putting money into the place like paint a roof he did go half on that new lights new lifts and now I would like to expand the parking lot do to the increase in business but he refuses to help with it. The project is going to cost about 30k. My question is do I put this amount of money into this place or should I look into moving the city of milw is watching me and already fined me for parking on a gravel lot Iam unsure of what to do. Thanks for your time

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My lease is with the option to buy. I currently pay the taxs on the property as if it were mine. I pay 1700 a month in rent plus everything that good along with it. I have spent a lot of money in advertising and promoting the business I am unsure of what to do.

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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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