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RLO Training.


mastertechlex

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Hey guys, I would like to know if anyone has an opinion on RLO Training? I am in a unique position because I have known Barry Barrett (one of their newer sales trainers) for a few years BEFORE he went to work for them and I can say he was 100% supportive of RLO as a client. Now that he is employed by RLO, he is eager for me to buy into the same program including Bottom Line Impact Group. I know for a personal fact that Barry is a believer in this system, I just dont know if it will work for me. I know it was great for Barry because he comes from a sales background not automotive but I am a former tech and just feel like I may not really need anything they have to offer!

Edited by mastertechlex
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I am a former tech and just feel like I may not really need anything they have to offer!

 

about 50% lower than they should be. Im at 350 when I should be at 700.....?

 

Can't help but feel like you answered your own question there buddy...

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Until you experience some form of Automotive business training , you probably wont see where your problems are even when the problems are right under your nose. A trainer or a coach will help you identify whats going wrong and teach you how to fix it. Some fixes are quick and easy and real eye openers.

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I've been with RLO since 2005 best move I ever made. 4 years in my sales had more than doubled. Have gone from one store to three now and looking for additional opportunities. They are on the leading edge of what's happening in our industry. Dan Gilley, John Wafler and their entire team are cream of the crop. They keep you focused on the right things and keep you profitable. After being involved in the group process with them for awhile you'll be able to walk into pretty much any shop and know where the problems are and what it'll take to fix things. Of course they're going to make you work for it all.

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  • 2 weeks later...

You guys are blowing my mind a bit. I have a six bay shop with 2-3 techs, 140 cars a month with around a $225 ARO. I thought I was doing pretty decent. But by the numbers you guys are throwing around I feel like a peasant! I am currently with Elite and have learned and grown a good bit over the nine months I've been with them. Is RLO comparable to Elite or is it primarily for service writer training? Elite is more business coaching centered.

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  • 1 month later...

I interviewed every coaching company out there and chose RLO training. Even though I recently withdrew from the group for personal reasons I highly recommend them. Was with them for a year and a half and learned much more about my business. My ARO went from $375 to $500 and my net profit over 30%. Sent my service advisor with Barry for one weeks of hands on training and my advisor came back with so much confidence that he took over his position at the front counter. As for my facilitator John Wafler; he in my eyes is the best out there. As someone mentioned above; if you don't want to work hard towards change then this group is not for you. They provide you with all the tools you need to run a successful business but you have to implement and want the change. They can get you where you need to be.

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  • 4 months later...

Ok guys, an update on my RLO experience. Parts GP has risen from 24% to 42% and I have seen a 20% increase in labor GP. So really the program has paid for itself already. At this point I would say its been as simple as gaining the confidence to improve and implementing a few new procedures and not a miracle fix or complete turn around but there is still room for improvements and Im only a little over half way through the GSM program

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  • 2 months later...

Any idea on the cost. I am looking to send my service writer to training. I ha e to ask how much do these companies pay the employees. I see a lot of these companies employ previous shop owners. If your so good at running a shop and raking in money why would you give it up to be a teacher?

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Any idea on the cost. I am looking to send my service writer to training. I ha e to ask how much do these companies pay the employees. I see a lot of these companies employ previous shop owners. If your so good at running a shop and raking in money why would you give it up to be a teacher?

I can completely understand your skepticism. Most of these coaches are retired shop owners that for the most part do their own thing. What I can gather they are coaches because it's a flexible schedule and they genuinely enjoy helping folks out. For instance I'm currently a coaching client with elite and my coach is still a operator. He had 3 shops all making great money but he spends the time with me because he gets fulfillment from coaching. The money that I pay to the program is really a drop in the bucket to my coach I'm sure. I have also met a lot of the other elite coaches at a live training event and I can honestly say no one would put that much effort for the measly couple hundred bucks they might be getting a month to be a coach. With that being said I'm sure it's similar for RLO's independently contracted coaches.

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Do you work with them during the day or after your normal business hours. If you work with them during the day how are you able to set the time aside. I can not semester to get 5 minutes in row without something needing my attention unless I actually leave the shop.

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The time is worked out with you and your coach. I talk to my coach after hours however at times i talk to him during the day. Part of what you may want to work on is spending more time being a shop owner and working ON the business opposed to work IN the business. Its a tough hump to get over i know!

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  • Have you checked out Joe's Latest Blog?

         0 comments
      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.
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