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We use Cleanburns in both of our shops. Never tried any others, so I can't compare. They have been fairly reliable, which is actually high praise when you consider the junk that runs through them. Simple enough that my techs can troubleshoot problems and fix it in an emergency, but I have the vendor come do a service annually.

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We use a LanAir oil burner. We've had it for about 6 years and have had very little trouble with it. You do have to service them about once a year. As you can imagine, burning used motor oil leaves a lot of deposits in the burner housing. We've found that transmission fluid burns best, so we try to empty our trans flush machine into the oil burner.

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Shenandoah, or Firelake, now. I've ran Clean Burns, and although they work fine, they always seemed to be high maintenance. I clean out my Shenandoah once a year and spray the inside down with wd-40 or equivalent. Clean the tip every now and then when it wants to plug and keep the pickup pipe at least 6 inches off the bottom of the barrel will help greatly. My current Shenandoah is right around 20 years old.



Travis


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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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