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The New Guy In the Shop

 

We’ve all had that first day at the new job and we’re never quite sure how things are going to go. Your resume got you this far but now it’s up to your actions and reactions whether or not you’re going to fit in. As we all know, first impressions are usually the best impressions, so you want to get started off on the right foot.

 

First things first, where should I put my tool box? Which lift is mine? Used oil, where does it go? How many air lines are there? Who do I see about ordering parts? So many questions, so many things to know. It can be quite intimidating at first, you have to find things out like; does the boss allow personal phone calls, or whether or not the shop will tolerate your music. It could be the first job that your handed that might have you on edge. Then again, it all could be a breeze, a piece of cake, nothing for a stepper! We can always hope so.

 

Look around the shop a bit and it won’t be hard to spot the trainees/apprentices though. At least you’ll know who they are. The trainees are the ones with the grease smudges on their face. They haven’t learned not to wipe their face with their greasy hands yet. That is, unless you are the new trainee, well then, here’s a tip for ya… wash up first!

 

Once you’ve moved your toolbox to the designated spot and start opening a few drawers don’t be surprised if there are a few peering eyes trying to see what tools you brought with you. They're just trying to find out if you’ve got the right kind of tools, or which tools you’re most likely to borrow. Borrowing tools and being the new guy isn’t a good combination, but I’m sure you’ll have to borrow something sooner or later. Then again, if you’ve got something they need, that’s a whole different story.

 

After a few weeks you’ll start to get into the swing of things. Soon the new guy thing isn’t so much of a curiosity as much as it is the subject at the break table. “What prank can we pull on the new guy”. I’d say there’s a good chance if you walk near the break room and you hear a lot of chatter but when you actually walk into the room everything goes quiet… uhm… you’re probably the subject of conversation. Especially if the other mechanics are sitting there smiling sheepishly. Chances are somebody is going to grab you by the ankles while you’re on a creeper or air up the portable bead seater and blast air up your pants leg, so be prepared.

 

Being the new guy not only means you have to show what you can accomplish to the rest of the crew and the boss but you’ve also gotta show that you are part of the team. Chances are you’re going to judged using “the new guy” equation. That’s new guy divided by how many mistakes, times how many days you’ve been there, minus any pranks you’ve survived, multiplied by the square root of what the boss thinks of the whole thing. It’s all in the math at that point.

 

Some shops don’t condone pranks on the new guy, while other shops feel it’s a rite of passage. Make it through the first couple of weeks while making a few new friends and keeping the new guy equation to a minimum may mean there’s a good chance you’ve passed the hurdles of the new job. But that doesn’t mean pranks are over, oh no… no matter how years you’re there, if you’re the last hire… you’re still the new guy. So don’t be surprised if you come in Monday morning and find your tool box dangling from the lift by way of a roll of duct tape.

 

So what should you do if you’re the new guy? Well, here are a few pointers that might help. Ask a lot of questions, but don’t ask a lot of questions. Keep your work area clean, but don’t clean your area so often that that’s all they think you do around there. If you’ve got to borrow a tool, clean it, wipe it down, and personally hand it back to the rightful owner. Don’t just lay it on his tool box. Concentrate on your job, and don’t be late for work. Make a good impression, but that doesn’t mean trying to date the boss’s daughter on the first day of work. Unless, that’s how you got the job, if that’s the case… you’re on your own buddy!

 

As the new guy you’ve got a lot to do besides doing the job you were hired in for. Cars are a personal thing with a lot of people, and behind the scenes at the repair shop that personal touch of how the mechanic approaches a repair is just as personal to the shop. Each shop seems to have their own atmosphere and ways of doing things; you’ve just got to figure it all out. Oh, and don’t worry if somebody sends you off looking for an “ID-ten-T”…. they’re just messing with ya. It shows you’re starting to fit into the group, and you’re not just the new hire but becoming a part of the team.


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Posted

Gonzo: interesting story on what could go on when the new hire arrives. being in electronics repair I can't say things like this happens to all the new technicians, but they do go after the one's that can jokingly take it and like you say it almost never ends!

Posted

Long before I started my shop I was a new guy. I put my nose to the grind stone for a while. The guys respected that. After getting hit with some snowballs it was cool. I was young and the only ones that had a problem were the general service guys. We got paid on partial commission. The stats got posted every week. I busted my butt.it was fun.

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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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