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I posted a while back when I first ran across this page. My husband runs a transmission shop in Nebraska. I know we are not running everything properly to be making the maximum profit that we should be. He has a great name, and customers love and recommend him to everyone. He doesn't just do your typical bare minimum rebuild. He replaces everything that is and could go bad as well as any known manufacturer parts that typically fail. He doesn't want to see the same car back again.

I don't want to tell him how to work, but I want advice on the business side. Because he does put more parts in his rebuild, he has a hard time pricing accordingly. He is slightly higher then the other shop, which is 15 miles away. He has fixed a lot of problems this other shop has not properly done when they rebuilt it. How does he stay competitive and still make money with the way he's working? He is the only tech, which is losing money there, because he is stopping to talk to customers, run errands, test drives, etc. But we don't have the money to hire. I would love to have someone come into our business and say, this is what you're going to d and this is how you're going to do it, lol!

Posted

I posted a while back when I first ran across this page. My husband runs a transmission shop in Nebraska. I know we are not running everything properly to be making the maximum profit that we should be. He has a great name, and customers love and recommend him to everyone. He doesn't just do your typical bare minimum rebuild. He replaces everything that is and could go bad as well as any known manufacturer parts that typically fail. He doesn't want to see the same car back again.

I don't want to tell him how to work, but I want advice on the business side. Because he does put more parts in his rebuild, he has a hard time pricing accordingly. He is slightly higher then the other shop, which is 15 miles away. He has fixed a lot of problems this other shop has not properly done when they rebuilt it. How does he stay competitive and still make money with the way he's working? He is the only tech, which is losing money there, because he is stopping to talk to customers, run errands, test drives, etc. But we don't have the money to hire. I would love to have someone come into our business and say, this is what you're going to d and this is how you're going to do it, lol!

 

 

Take what i have to say with a grain of salt since I do not and have not been in the transmission shop business. I do believe however the key to charging appropriately is to build value behind your service. It matters not if a customer is spending $50 or $5000 on a repair. The person spending $50 could feel like they've been ripped off whilst the person spending $5000 could feel great about their decision. The value in your service is your workmanship, customer service, after repair follow up, WARRANTY, pick up and drop off, quality of parts used, and anything else you are doing for the customer to go the extra mile. The other component here is that the customer has to know you are doing this for them. Of course you don't want to shove special things you do for them down their throat however subtle ways of making it known. I think this is probably especially important in your husband's field since unlike a general repair shop where you see your customers regularly, once a transmission is fixed you may never see that customer again. Maximizing on the customers that do come through your doors is crucial IMO.

 

As for getting someone to come into your shop to tell you what you are doing wrong that will cost $$$. What you are looking for is a consultant and they don't come cheap. Also you really want to do your research on who you hire for that. There are a lot of companies out there that really don't understand your business and you can quickly run yourself into bankruptcy if you get the wrong advice.

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Posted

He is great with customers and they think very highly of him. I guess my main concern is how do I price a transmission out accordingly. Can I use a price matrix when pricing a transmission?

Posted

this is completely my opinion:

if you look on mitchell or alldata there is an assortment of labor time associated with transmission rebuild. i would find an appropriate labor time based on the vehicle and see if it makes sense if you doing a 42re in jeep and the book calls for 16 hours but you know the bolts on the bellhousing break or something along those lines do not be shy to charge the extra hour. remember this is an estimate. ive seen some shop have an up to 10% with in quote policy ie they dont need to call the customer if the price goes up 10%.

mark up parts! use a matrix ive seen the link on here somewhere.

dont forget to tell your customer you do the extra work that you do. build value.

and last IMO you really need to hire a general tech to do oil changes brakes and other maintenances. if your husband puts out a good product why cant he supervise somebody doing the work also. this person could also drive customers home. he can also be taught to remove and install the trans and her husband can continue to rebuild them.

you need to start doing more than just trans rebuilds remember focus on service too! all the chain trans places do brakes and axles and such. sell it while its there, there is nothing wrong with selling work on a car that the car needs.

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  • Have you checked out Joe's Latest Blog?

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      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.
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