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We are currently finishing up a large renovation on our shop and are in the plumbing phase. The GC asked if we wanted to install a shower in the shop for our techs to use at the end of the day. I honestly did not know how to reply ... most of our techs shower at home and prefer it, but it is a nice option.

 

Do any of you have a shower at your shop? If so, does anyone actually use it?

Edited by Anthem
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I think my next shop will have showers. As I grow older I'm more concerned with issues chemicals may have on the health of me and my employees. I think a shower even if only used in a blue moon for a situation where something sprayed on an employee or any situation where someone would need to quickly remove chemicals from their skin would be of benifit.

If I had a shower at the shop my wife would probably appreciate an occasional dinner without a grease covered husband.

Sent from my SCH-I605 using Tapatalk 2

 

 

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I worked for over 7 years at 2 different places that had showers... Maybe saw the showers used twice. They are nice to brag about when trying to hire on a tech, but that's about it.

 

Edit: The 2 places I worked at had over 25 techs at each place. So there were plenty of opportunities for the shower to be used.

Edited by mmotley
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When I set up my new location 15 years ago, I installed a small shower, and I'm glad I did. It's true it may go months without being used, but it does get a fair amount of use. First, it's nice to have during the work day should you get sprayed with oil, coolant, or some other chemical. The employees mostly use it when they have plans to go out after work. I have an employee who goes to his In-Laws on Thursdays for dinner quite often. It probably saves him about an hour showering at the shop rather then going all the way home to get ready first. Another employee has at times ridden his bike to work, he thinks he sweats a lot and stinks so he showers when he gets in. Several years ago while going through a divorce for various reasons, I was using the shower daily. I also suggest asking your employees what they think.

 

Scott

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  • Have you checked out Joe's Latest Blog?

         3 comments
      Got your attention? Good. The truth is, there is no such thing as the perfect technician pay plan. There are countless ways to create any pay plan. I’ve heard all the claims and opinions, and to be honest, it’s getting a little frustrating. Claims that an hourly paid pay plan cannot motivate. That flat rate is the only way to truly get the most production from your technicians. And then there’s the hybrid performance-based pay plan that many claim is the best.
      At a recent industry event, a shop owner from the Midwest boasted about his flat-rate techs and insisted that this pay plan should be adopted by all shops across the country. When I informed him that in states like New York, you cannot pay flat-rate, he was shocked. “Then how do you motivate your techs” he asked me.
      I remember the day in 1986 when I hired the best technician who ever worked for me in my 41 years as an automotive shop owner. We’ll call him Hal. When Hal reviewed my pay plan for him, and the incentive bonus document, he stared at it for a minute, looked up, and said, “Joe, this looks good, but here’s what I want.” He then wrote on top of the document the weekly salary he wanted. It was a BIG number. He went on to say, “Joe, I need to take home a certain amount of money. I have a home, a wife, two kids, and my Harly Davidson. I will work hard and produce for you. I don’t need an incentive bonus to do my work.” And he did, for the next 30 years, until the day he retired.
      Everyone is entitled to their opinion. So, here’s mine. Money is a motivator, but not the only motivator, and not the best motivator either. We have all heard this scenario, “She quit ABC Auto Center, to get a job at XYZ Auto Repair, and she’s making less money now at XYZ!” We all know that people don’t leave companies, they leave the people they work for or work with.
      With all this said, I do believe that an incentive-based pay plan can work. However, I also believe that a technician must be paid a very good base wage that is commensurate with their ability, experience, and certifications. I also believe that in addition to money, there needs to be a great benefits package. But the icing on the cake in any pay plan is the culture, mission, and vision of the company, which takes strong leadership. And let’s not forget that motivation also comes from praise, recognition, respect, and when technicians know that their work matters.
      Rather than looking for that elusive perfect pay plan, sit down with your technician. Find out what motivates them. What their goals are. Why do they get out of bed in the morning? When you tie their goals with your goals, you will have one powerful pay plan.
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