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cdhowell

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Thanks for the welcome. I kind of took a different direction getting here than most. 22 yrs as an industrial electrician. Tired of running all over the country, I started as mobile bedliner business. Started doing small accessories for the Dealerships as well. Side bars, reciever hitches, chrome door handles, grills, etc... An unusually wet winter forced me in to a small shop. With a little room I started doing hobby stuff. Jeep and off road stuff. Lift kits, lockers, gear swaps, Roll cages. Bumper builds. and other custom fab work. Things were good till the economy tanked. I new that people do not need these things but do need repairs and service. So I bought a scanner and other equipment. Landed an account with Border patrol that was a good run for a couple of years. When the government started cutting back there was no profit in it anymore. 4 shops & the dealers cutting each others throats for the work so I let it go. Glad I did. 2 went under and the others are struggling. Now I find myself in a very competitive market. Hoping to find a leg up here since I have not been a formally trained mechanic working in any shop other than my own.

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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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