Quantcast
Jump to content

Recommended Posts

Posted

During a recent shop meeting an issue came up regarding getting the vehicle information when the car was dropped off (ie mileage, tag, make etc). Our service advisor thinks that it should be the techs responsibility to bring this information in with the work order once the car has been checked over however the techs think the service advisor should be going out and getting this info after the car is dropped off.

 

I understand both sides of the argument. On one hand I only have 1 service advisor so her being out in the lot getting this information leaves the possibility of missed phone calls, neglected customers and techs needing parts ordered etc. However, on the other hand if the service writer got this info at drop off then she could have a service interval chart printed and ready for the tech for additional up-sale opportunities.

 

How are you all handling this and what would you suggest especially with just 1 service writer.

Posted

I know ideally it would he best to send a writer out to the vehicle with the customer, look the vehicle over and maybe even do a pre-work ride. This catches scratches, dents or dings that could later be "your fault". Sometimes this just isn't practical in a small shop, in your case I'd think it should be the techs responsibility! You'll need a way take it official, like adding it to their job description

 

Sent from my SCH-I605 using Tapatalk 2

 

 

Posted

With advanced shop management system add-ons, techs can meet the customer at their vehicle and begin the process - without having to take down any information, or report back to the service advisor. A simple scan of a license plate with a tablet or Android device decodes the plate and populates fields for make, model, etc. without the need to write down this information.

 

Also, and perhaps best of all, Bolt On Technology's automotive software solutions integrate all data back into your shop management system, meaning it does not needed to be added back in at a later time.

 

Please let me know if I can answer any additional questions, or feel to reach out directly: 610-400-1019.

Posted

With advanced shop management system add-ons, techs can meet the customer at their vehicle and begin the process - without having to take down any information, or report back to the service advisor. A simple scan of a license plate with a tablet or Android device decodes the plate and populates fields for make, model, etc. without the need to write down this information.

 

Also, and perhaps best of all, Bolt On Technology's automotive software solutions integrate all data back into your shop management system, meaning it does not needed to be added back in at a later time.

 

Please let me know if I can answer any additional questions, or feel to reach out directly: 610-400-1019.

will this work with the new motoshop sms? We're considering switching.

 

Sent from my SCH-I605 using Tapatalk 2

 

 

Posted

1 Service advisor and 2 techs here. The service advisor gets the mileage, VIN, make, model, etc. This is a perfect oppurtunity to go ahead and advise on a 60K or whatever. Plus, if the customer is dropping off for a service, the advisor needs to know what YMM to know how much oil, what filter, etc.

 

Have your techs answer phones after X amount of rings. It's 2014, how do you know not have voicemail? I seriously didn't know you could get a phone line without voicemail.

Posted

With advanced shop management system add-ons, techs can meet the customer at their vehicle and begin the process - without having to take down any information, or report back to the service advisor. A simple scan of a license plate with a tablet or Android device decodes the plate and populates fields for make, model, etc. without the need to write down this information.

 

Also, and perhaps best of all, Bolt On Technology's automotive software solutions integrate all data back into your shop management system, meaning it does not needed to be added back in at a later time.

 

Please let me know if I can answer any additional questions, or feel to reach out directly: 610-400-1019.

^^^^^THIS^^^^^^

 

So much easier to walk out with a tablet, scan the vin or enter the license plate, take pics of damage, and write up the ticket right there. Plus, your service advisor has canned jobs and labor time right there in his hand, so he can offer prices if the customer asks. Upsell window tint and other sublets that techs might not get paid for.

 

Now if only Bolt-On offered a stand alone Shop Management System so I could ditch Mitchell all together.

  • Like 1
Posted
ncautoshop,

Our software does not integrate with Motoshop. Have you considered Mitchell1? Our software fully integrates with that shop management system, as well as some others. Please let me know if you need any additional information.

Posted

ncautoshop,

Our software does not integrate with Motoshop. Have you considered Mitchell1? Our software fully integrates with that shop management system, as well as some others. Please let me know if you need any additional information.

Were using all data manage now. Hated Mitchell. Won't be back there. I'll keep in touch

 

Sent from my SCH-I605 using Tapatalk 2

 

 

Posted

I feel it is best for techs to get vehicle info. Service advisor can write down customer concern and what type of car it is so tech knows where to find it in parking lot. As to the comment about voice mail. No way would i rely on voice mail lol. Many customers will just hang up and call someone else. I need my service advisor helping customers via in person and phone. Some techs just don't like paper work...oh well. I agree that you should put it in their job description though so they know up front. Service advisor is a crucial part of getting MORE business in the door. If they have no customers at counter, then they need to be making call backs to check on previous customers and relay The specials to them. If that's done, and my front area is clean and appealing, now they can post some ads on web, tweet, facebook, do stock order, etc. there is so much for service advisor to do and keep busy. Once work gets there let the techs handle it and suggest the upsales to service writer. Now its the service writers job to sell it. As for window tint, car washes...the advisor can upsell that without walking to the car writing down vins. i do like the idea that tech answer call after 2 rings. I think a better suggestion would be a head phone ear piece for the advisor so they can answer all calls even if have to put customer on very brief hold. I don't like techs answering phones unless absolutely necessary. Many don't have the same people skills as the service advisor should, and techs susually sound too busy to talk to customer.

Posted

I use Bolt-on Technology's software with Mitchell. They have done a great job of giving shop owners what they need and they listen. The Mobile Manager makes the write-up process easy and with less mistakes with their vin and license plate decoding features. I think they are also working on a product where the customer gives their contact information on a tablet at the counter which then goes directly to the Management system.

  • Like 1

Create an account or sign in to comment

You need to be a member in order to leave a comment

Create an account

Sign up for a new account in our community. It's easy!

Register a new account

Sign in

Already have an account? Sign in here.

Sign In Now
  • Available Subscriptions

  • 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.
  • Similar Topics

    • By nptrb

      Premium Member Content 

      This content is hidden to guests, one of the benefits of a paid membership. Please login or register to view this content.

    • By carmcapriotto
      Thanks to our Partners, NAPA Auto Care and NAPA TRACS Watch Full Video Episode Host Carm Capriotto welcomes Chris Lawson, founder of Technician Find, to discuss one of the biggest challenges facing independent auto repair shops today: finding and keeping great technicians.
      Chris explains why many shop owners fall into what he calls "fire alarm syndrome," waiting until a technician leaves before starting the hiring process. That reactive approach often leads to rushed decisions, poor hires, and ongoing turnover. Instead, he advocates for an "Always Be Recruiting" mindset, where shops continuously build relationships with potential candidates long before they have an opening.
      The conversation explores practical strategies for becoming a destination workplace, creating a recruiting pipeline, and building a culture that attracts top talent in a competitive market.
      What You'll Learn Why reactive hiring creates costly staffing problems How to build a bench of pre-qualified technicians before you need them Why becoming "10-mile famous" can help attract both technicians and customers How culture-focused marketing can outperform traditional help-wanted ads The three things technicians value most: respect, growth, and compensation Why sign-on bonuses often fail and how to structure them more effectively Practical ways to engage passive candidates who are not actively job hunting Resources available through Chris Lawson's free online community for shop owners
      The best time to recruit a technician is before you need one. Shops that continuously market their culture, build relationships with local talent, and maintain a pipeline of qualified candidates are better positioned to grow, avoid staffing emergencies, and create a workplace where top technicians want to stay. Recruiting is no longer an occasional task. It is an ongoing business strategy. Chris Lawson, TechnicianFind.Com Love your shop? Stay, but stay ready. Auto techs join to level up, find good shops, and keep tabs on top indie jobs nationwide. Techs only. No BS. Independent Wrench Jobs: https://www.skool.com/independentwrenchjobs Finding Technicians Part 1- Chris Lawson [RR 803]: https://remarkableresults.biz/remarkable-results-radio-podcast/e803/
      Finding Technicians Part 2 – Chris Lawson [RR 816]: https://remarkableresults.biz/remarkable-results-radio-podcast/e816/
      Technician Attraction Blueprint [RR 921]: https://remarkableresults.biz/remarkable-results-radio-podcast/e921/
      Attract, Develop, and Retain Top Automotive Talent [CC 113]: https://remarkableresults.biz/remarkable-results-radio-podcast/cc113/
      Beyond Babysitters: Developing Strong Managers and Financial Transparency [RR 1076]: https://remarkableresults.biz/remarkable-results-radio-podcast/e1076/
      Thanks to our Partners, NAPA Auto Care and NAPA TRACS
      Learn more about NAPA Auto Care and the benefits of being part of the NAPA family by visiting https://www.napaonline.com/en/auto-care
      NAPA TRACS will move your shop into the SMS fast lane with onsite training and six days a week of support and local representation. Find NAPA TRACS on the Web at http://napatracs.com/
      Connect with the Podcast:
      Visit the Website: https://remarkableresults.biz/
      Subscribe on YouTube: https://www.youtube.com/carmcapriotto
      Follow on Facebook: https://www.facebook.com/RemarkableResultsRadioPodcast/
      Follow on LinkedIn: https://www.linkedin.com/in/carmcapriotto/ Follow on Instagram: https://www.instagram.com/remarkableresultsradiopodcast/ Join Our Virtual Toastmasters Club: https://remarkableresults.biz/toastmasters Join Our Private Facebook Community: https://www.facebook.com/groups/1734687266778976 Join our Insider List: https://remarkableresults.biz/insider All books mentioned on our podcasts: https://remarkableresults.biz/books Our Classroom page for personal or team learning: https://remarkableresults.biz/classroom Special episode collections: https://remarkableresults.biz/collections Buy Me a Coffee: https://www.buymeacoffee.com/carm   The Automotive Repair Podcast Network: https://automotiverepairpodcastnetwork.com/ Remarkable Results Radio Podcast with Carm Capriotto: Advancing the Aftermarket by Facilitating Wisdom Through Story Telling and Open Discussion. https://remarkableresults.biz/ Diagnosing the Aftermarket A to Z with Matt Fanslow: From Diagnostics to Metallica and Mental Health, Matt Fanslow is Lifting the Hood on Life. https://mattfanslow.captivate.fm/ Business by the Numbers with Hunt Demarest: Understand the Numbers of Your Business with CPA Hunt Demarest. https://huntdemarest.captivate.fm/ The Auto Repair Marketing Podcast with Kim and Brian Walker: Marketing Experts Brian & Kim Walker Work with Shop Owners to Take it to the Next Level. https://autorepairmarketing.captivate.fm/ The Weekly Blitz with Chris Cotton: Weekly Inspiration with Business Coach Chris Cotton from AutoFix - Auto Shop Coaching. https://chriscotton.captivate.fm/ Speak Up! Effective Communication with Craig O'Neill: Develop Interpersonal and Professional Communication Skills when Speaking to Audiences of Any Size. https://craigoneill.captivate.fm                                          Click to go to the Podcast on Remarkable Results Radio
    • By Joe Marconi

      Premium Member Content 

      This content is hidden to guests, one of the benefits of a paid membership. Please login or register to view this content.

    • By Riccardo

      Premium Member Content 

      This content is hidden to guests, one of the benefits of a paid membership. Please login or register to view this content.

    • By Changing The Industry
      Episode 271 - Training New Techs & Building a Lasting Automotive Business With Charles Mitchell


  • Our Sponsors

×
×
  • Create New...