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Shop tool or Tech Tool?


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Where do you draw the line? If they sale it on the Snap On truck its the Techs responsibility? I under stand that tech levels are different. A lube tech does not need a ball joint press or a pitman arm puller. So at what point Is it your Dime or the Master techs making top dollar? I would not expect a smoke machine or A/C machine to be a Tech tool but they are on the truck. Same with expendables such a s drill bits and Roll loc discs? We do a lot of fab work. I usually buy a new guy a cheap set of drill bits up to 1/2" and provide anything larger. It's funny how much longer they last when its their bit.

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Mac has a lifetime warranty on their drill bits.

 

I agree with you but again it all depends on the level of tech that you have.

 

I think that Ball joint press might be a shop tool I have over 1500 in to mine, but then entry level 2 way scanner should be in most everyones tool box. I buy the expensive ones. But yes people do take better care of tools when they buy them.

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  • Have you checked out Joe's Latest Blog?

         1 comment
      Have I got your attention? Great.
      Let me start by saying that I believe in giving praise when deserved and letting employees know when they dropped the ball. However, the truth is that no one enjoys being reprimanded or told they messed up.  
      The question is, what is the appropriate balance between the right amount of praise and the right amount of critical feedback? According to studies done by Harvard Business School, the ratio of praise to critical feedback should be about 6:1 – Six praises for every critical feedback. I am not sure if I agree with that.
      From personal experience, I would recommend a lot more praise. The exact ratio doesn’t matter. What’s important is that before you consider giving critical feedback, ensure you have given that employee a lot of recent praise. If not, whatever you are trying to get through to an employee, will fall on deaf ears.
      When you do have to give critical feedback, remember a few things:
      Focus on the issue or behavior; never attack the person, and remain calm in your actions and words Ask the employee for feedback, their side of the story Speak to the employee in private Address the issue soon after it happens; never wait Don’t rely on second-hand information; it’s always better if you have experienced the situation yourself that you want to correct Have an open discussion and find things that both of you can agree upon Have an action plan moving forward that the employee can take ownership of Use the experience as a learning tool Make sure you bring up positive attributes about them Remember, you don’t want the employee to be angry or upset with you; you want them to reflect on the situation and what can be improved. One last thing. Everyone makes mistakes. We need to be mindful of this.
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