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Have any of you attended classes or seminars put on by a company called ATI automotive training institute ? Was considering signing up for a 1 day class.

Posted

We have been ATI clients for about seven years off and on. We were on the brink of financial disaster about three years into shop ownership, primarily because we didn't know what we were doing from a business perspective. I always thought that hard work and common sense would bring success, but there are so many forces working on you that you can't achieve real success without expert help. We joined ATI seven years ago and spent two years being C students and learned enough to dig ourselves out of the hole we had dug. Then I decided I could use that money elsewhere. Big mistake. After about a year, we found ourselves still struggling and missing the help we had been getting, so we joined back up and we won't go without some form of tutoring and business coaching again. Even the best athletes have coaches to keep them focused and to sharpen their game. We have had different coaches at ATI, but the gentleman we have been working with for the past few years is amazing. He guides you, but makes you do the decision making and he holds us accountable for the things we commit to. A couple of years ago, we joined an ATI twenty group composed of shops similar to ours. We actually look at each other's numbers and we have all found that shops have similar problems. The group sets group goals and as a member, you have to commit to work on achieving them. ATI has allied themselves with companies who are experts at every aspect of competing in this business. If I sound like an advertisement, it's because I credit these guys with saving my butt. We now have two shops with great car count, great margins, but we struggle every day with ARO - but we're not struggling alone. It may seem expensive, but if you put aside ego and take advantage of what they have to offer, it's free. Go to the one day class.

  • Like 2
Posted

There are some other posts about ATI on this site. We are an ongoing ATI client and have had great success with their program. The one day program a great opportunity to see what they have to offer. If you want my long winded version send me an email or give me a call.

Russ

  • Like 1
Posted (edited)

ATI client here as well. At least go to the one day class, its a great motivation to work hard on your business and they give some great tips and advice.

Edited by ATSAutomotive
  • Like 1
  • 5 months later...
Posted

You have to understand where your business is in terms of maturity and financially. If you are struggling, any training program will help you leaps and bounds. If you are already successful and have your business pumping but need to take it to the next level I would suggest to do a lot of research and be as picky as possible.

  • Like 1
  • 3 years later...
Posted

Ati is good and bad.  My business took a major downturn after starting with them.  We were doing ok but struggled to get to the next level.  We went from ok to barely making it after implementing their approach.  We moved from an extremely low income area to a much better location and voila we are now doing better than ever.  The moral is the ati approach is great in most circumstances.  The advisor training is worth the price of admission.  They do offer a lot more than you would think at first.  All said, I would do it again.

 

  • Like 2
Posted (edited)

I just signed up for ATI after attending 4 seminars in last 9 years.  Coach seems very good.  They seem to have the most complete program as I did elite, and apm.  It is expensive, but I don't see how I can lose. Goal is to make more net profit, AND have better processes, accountability and KEEP it going.

Edited by Richard Ehler
  • Like 1
Posted

Bob

Lots of good advice in these reply's. I have attended 3 of their one day work shops and they are always worth while in my opinion, as long as you apply some of the filters outlined in the other reply's. Your store would not be a typical ATI client, yet everything they (as well as most management training organizations) work with you on, will show you benefit to the degree your market and your engagement will allow. Just to be clear, I did not say it wouldn't work in your market, i said it would work to the degree your market and level of engagement with the process, will allow. Having a connection to most management trainers, will make you a better shop. You just may not see the kinda of benefit, others in stronger markets might see. The reply from Smart Automotive demonstrates that to a point. I have seen other cases where shops in low potential markets take a hit when first signing up with a management training organization. That hit, is kind of a right of passage, in my opinion. 

Attached is an informal market analysis of your market, plus both the old and the new  Smart Automotive locations, as well as various other market locations throughout the country. About 100 or so. 

Your automotive retail market potential score puts you in the very low end of the markets compared there. That does not mean you can't be successful. It may mean that you don't have the luxury of making a lot of mistakes when it comes to how and where you spend your training dollars. 

Randy

misc2.xlsx

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  • Have you checked out Joe's Latest Blog?

         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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