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Sharing Shop Numbers


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Just wondering if anyone shares their shop numbers (mainly Sales & Expenses) with their employees? I have bounced back and forth on this for years. One one hand I don't think the employees should know these numbers because they take them out of context ie $100k in sales they think you can afford to give them a raise when in reality you may be making a $100 profit (not real numbers just an example). On the other hand I can see sharing the numbers so that they can get the picture and buy into messaging we are giving them a bit more. I have had emoloyees in the past that have had this issue. They want a raise because "business is great and we are making a lot". I then proceeded to ask him what he thought out fixed monthly expenses were and he guessed a little over half of what out real number was meaning he had no clue what it took to run the biz.

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I only have 2 employees and I share those numbers every once in a while. I make sure to share both sales and expense. I also let them know when I'm having to pay taxes.

 

The reason I do this is that it is very easy to see customer after customer come in and spend $800-$1000 every day and assume the business is making a ton of money. However, they don't see you on the computer paying advertising bills, insurance, rent/mortgage, taxes, shop maintenance bills, paying for new equipment, etc. It is also easy to forget that not all of a ticket is profit. There were some parts that had to be paid for. And commission too. And CC processing fees. And electricity. And management software. And tanks of R134a. And you get the point. Sharing these numbers with my service advisor helps him justify why we charge what we charge. Sharing these numbers with my other mechanic helps him understand why we need to make additional recommendations, fix cars right the first time, and pay attention to waste.

 

I also reward my guys when we have a great month and pay them well too. Because of all this, they show up on time, they stay late if asked (sometimes I don't have to ask), they'll show up on a Saturday if needed, I know they aren't out looking for other jobs, I get to hear them brag about how much they like working for me to their friends, family, and customers.

 

I know some will say you shouldn't share these numbers, so let me be clear. I don't break it all down and put it into a pie chart and graphs and show them my bank account. I do however share with them when a few tickets here and there that have really high profit percentages and a few tickets that are really low percentages. I definitely share with them any ticket I loose my ass on (mis-diagnose, break a part, mis-quote, etc). This way they don't just see a $3,000 ticket and assume I'm going out to party when the customer pays.

 

I'm interested to see what others say though. I've often wondered about how others say they don't share these numbers, but use Mitchell Manager that has a 'profit' hot key that shows how much money is made on each ticket.

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We share all of our numbers with our Shop Manager and Service Advisors. They are pros who are very knowledgeable in shop operations and have been to ATI training and know what good numbers are. Their knowledge and cooperation is critical to achieving the numbers we are looking for. We also share them with other shop owners in our twenty group.

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  • Have you checked out Joe's Latest Blog?

         5 comments
      I recently spoke with a friend of mine who owns a large general repair shop in the Midwest. His father founded the business in 1975. He was telling me that although he’s busy, he’s also very frustrated. When I probed him more about his frustrations, he said that it’s hard to find qualified technicians. My friend employs four technicians and is looking to hire two more. I then asked him, “How long does a technician last working for you.” He looked puzzled and replied, “I never really thought about that, but I can tell that except for one tech, most technicians don’t last working for me longer than a few years.”
      Judging from personal experience as a shop owner and from what I know about the auto repair industry, I can tell you that other than a few exceptions, the turnover rate for technicians in our industry is too high. This makes me think, do we have a technician shortage or a retention problem? Have we done the best we can over the decades to provide great pay plans, benefits packages, great work environments, and the right culture to ensure that the techs we have stay with us?
      Finding and hiring qualified automotive technicians is not a new phenomenon. This problem has been around for as long as I can remember. While we do need to attract people to our industry and provide the necessary training and mentorship, we also need to focus on retention. Having a revolving door and needing to hire techs every few years or so costs your company money. Big money! And that revolving door may be a sign of an even bigger issue: poor leadership, and poor employee management skills.
      Here’s one more thing to consider, for the most part, technicians don’t leave one job to start a new career, they leave one shop as a technician to become a technician at another shop. The reasons why they leave can be debated, but there is one fact that we cannot deny, people don’t quit the company they work for, they usually leave because of the boss or manager they work for.
      Put yourselves in the shoes of your employees. Do you have a workplace that communicates, “We appreciate you and want you to stay!”
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