Quantcast
Jump to content

Recommended Posts

Posted

The Car and the Psychiatrist

As a professional mechanic I spend a lot of my time sorting out what the owner of a car is trying to tell me about it. Sometimes they make perfect sense and have a fair amount of knowledge about the condition. Other times it’s more emotional, or the problem is exacerbated with some obscure information they overheard from somebody else. This makes finding out the root cause of the problem even more frustrating for the mechanic.

I’ve heard everything from, “I don’t want my daughter driving around in it if it’s going to die on her!” to, “The last mechanic already ran the codes, so I don’t need it diagnosed again. Just fix it!” Sorry, but none of this drama makes any difference in making the repairs. Of course there’s the ever popular and always disturbing answer to the one question that every service writer has to ask, “What’s wrong with the car?” They’ll start there story off with the day they bought it, the first time a tire went flat, what was fixed on the car last year, and about the time when Aunt Betsy broke the door handle off, because… you know… Oh you know… it’s all related to the reason the check engine light is on right now.

I think it’s fair to say that I’ve heard all the good and all the bad, and some of the most absolutely insane self-diagnostics explanations you could ever imagine. But, what if you could get passed all that? What if I could just ask the car instead? You know, psychoanalyze the car. What would the car tell the mechanic about itself, its life, its history?

Sure a lot of cars already have internal memories that store service codes that I can analyze, and there are also a few models out there that also collect other important data that could help in crash analysis or warranty issues, such as the highest rpm recorded, what gear the car was in, or whether or not the brakes were applied. But what if there was a way the car could show its emotional state? So when I ask the car what’s wrong it gives me its life history from its point of view instead of the owner? Let’s say, by talking to a car psychiatrist and telling them what they’ve been through. If that was possible it just might go something like this:

The psychiatrist asks, “So tell me about yourself, and how this all got started.”

The car answers, “Well, it all started after I left the factory. I spent a long time in a big rail car with my brothers and sisters. Seemed like we were even on an ocean, but I couldn’t tell because I couldn’t see out of this big box we were in. Then, I came to a place where a lot of people in blue uniforms washed me, checked me over, and put a sticker on my windshield. There were lot of people that test drove me and said nice things about me. After some time, a couple took me home with them. For a long time they drove me around town, but they seldom took me in for regular service. Oh, at first they did. I had my oil changed regularly, and I even got new wiper blades too! But it wasn’t long after my warranty ran out and those free oil changes from the dealer were all used up that I didn’t get my usual weekend scrub down.

As I got older I started to have a few aches and pains. I tried to tell my owner about it. Why, I even turned on the service light for them. But they ignored that, too. My front end started to squeak, and my shocks were going bad. Things just started to go wrong, and those nice people who took such good care of me when I was new didn’t want to take care of me anymore.”

“I see,” said the psychiatrist, “Then what happened?”

“Well I went to a new home, but nobody took care of me there, either. I was falling apart Doc, I tried to tell them, too! I left oil spills on the driveway, but it didn’t do any good. Nobody wanted to take care of me anymore.”

“So, you’re feeling neglected aren’t you?” the doctor asked.

“Somewhat, and I’m not really doing so good these days. My valves are tapping, and my transmission is slipping. Why even with all the reminders and tell-tale hints I gave my owner it just doesn’t seem to matter.”

The psychiatrist wrote down his comments and recommended a full diagnostic checkup. He informed the owner of his findings during the session with their car, and told them to head to the nearest repair shop before it was too late. He then sternly tells the owner, “If this was still horse and buggy days and you kept your horse like you do your car you’d be pulling your own wagon and not the horse!”

Farfetched? Well of course it is. Who ever heard of a car getting psycho analyzed anyway. But, I think there are times the car could tell the mechanic a lot more about itself than the owner ever could. Maybe someday the technology will be so far advanced that all the zany, crazy, and weird explanations people give for the condition of their car might all be answered after a visit with the shrink. A shrink for the car that is.


View full article

  • Like 1
Posted

Gonzo: The fellow that I know that was on the radio for 26 years with a car repair show used to call himself a psycariatrist! Note the spelling!

  • Like 1
Posted

Yes, yes I have been working on cars too long. I think I'm actually hearing them talk. I've even answered them too. Could be I need to see a shrink. And... if I did... the doc would probably be in my next article. ROFL

 

From week to week I really don't have any idea what I'll write about, but that's good. Keeps me interested in coming up with a new topic.

 

Glad y'all like to read them. Thanks for all the comments.

Posted

ur scarin' me Jeff. But, the last car I had in did tell me that it knows you. LOL

  • 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



  • Our Sponsors

×
×
  • Create New...