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Posted

Hi,

 

My wife and I are starting a repair shop and I honestly know very little about the business side. We haven't opened yet but are getting ready to. I really believe on working ON the business, but I feel kinda out of my element and need as much advice as possible. So my questions are:

 

1. Do you recommend Demandforce/Customerlink? Why or why not? What has your experience been??

 

2. WHat I'm really looking for is a set and forget type marketing system. Does anyone else feel this way or are most of you happy to do your marketing by yourself? I feel like it will be overwhelming, but I;m not sure if that's normal or it will be less overwhelming once I start?? Thoughts? Is there a system like that out there??

 

3. What should I look for when investing in marketing?? What are the best marketing thinsg you've done so far??

 

Thanks a ton

 

 

Posted

DemandForce is customer retention marketing and not new customer marketing. You can set a lot of your CRM marketing to be "automated" but it still does require a lot to set up properly and you still have to monitor it.

Posted

We used DF for years and then migrated to Kukui because it is a full spectrum web/SEO/CRM solution. Having said that, ATI gives us free access to Customerlink reports that we use for marketing.

Posted

I used DemandForce and dropped them after the trial period because aside from a few testimonials and about 50 email address that were either dead or opted out, they did NOTHNG for me. The problem as I see it is they are either exclusively email based or very expensive post cards. The problem with email is getting them and getting usefull addresses. I don't know why but people will give you their physical mailing address or their home address simply because you ask, but they hesitate to give email addresses. My experience when I asked for email address was "What do you need that for?" "What are you going to do with it?" "Well, I'll give you THIS one." Unless I have an immediate need for it they didn't want to give me their email address. Even people who eagerly gave it to me unsubscribed when DemandForce sent them the "opt out."

 

CustomerLink on the other had was a service I used for many years. My redemption rate was extremely low. Their R.O.I. reports were VERY optimistic. Here's an example, you get a new customer or a customer they would mail to. They visit you on Tuesday and you schedule their follow-up or "found work" for the following Monday. Because you submitted your data and CL scheduled your postcard for that customer, their follow-up visit is credited to the CL postcard. CL did NOTHING to get you that customer. They did NOTHING to get you that follow-up work or to get the customer to return, but because your customer returned AFTER CL scheduled your Thank You card, CL claims they were responsible. I also did a new customer acquisition campaign with them after about 2 years with them and they had a profile of my best customers. I got zero response from a couple hundred mailings. They offered and mailed a second mailing and I got exactly zero response from that too. I was not displeased with my experience with CustomerLink but I ended my contract with them because of several reasons, not the least of which was the disingenuous R.O.I. report but high on the list was the 3 week lag from the time a new customer visited and the time the Thank You post card was mailed. I also had it set up to mail Thank You cards for any visit over $150 and those were 3 weeks of lag time too. I found this more of an insult than a Thank You.

 

It may seem overwhelming but I woudl say do your advertising yourself. You control the message, you control when it goes out and who it goes out to. I am currently working with a marketing coach and yes, sometimes the marketing gets to be alot. But as a new shop, you are going to be working on building relationships. Doing your marketing yourself will show, it will be more personal and you will have postive response. And above all, TRACK IT ALL!!! IF you can't track it, don't do it. At least until you know what you can track is working. If you can't track it, if you can't expect a verifyable return, it's not marketing, it's a give-away. Like my ads in the local high school yearbooks.

  • Like 1
Posted

Trusted mechanic - if you don't mind sharing what marketing coach you are working with? I can see the power and effectiveness in controlling your own marketing. I read an article about a shop where the shop owners daughter was a marketing major and handled all of the shops marketing with great success and 100% track ability.

  • 2 weeks later...
Posted

We have tried CustomerLink with little success. They are okay with retention, but I can do just as good myself. I posted this in another forum:

 

"I have tried all the mailing statigies. It has worked a little. I think it is probably our location. We are some what in the middle of no where. Every new customer says that they never new we were here, even though they have driven past our shop many times. Mailing lists get to become pretty expensive, and I have tried post cards, brochures, and letters. They all seem to get about the same returns. Recently, I spoke to someone from a tech group that I am involved with, and they mentioned an upcoming website that is suppose to advertise for you. He also said it is going to be fairly cheap (We'll see?). I guess it works in conjunction with word-of-mouth. Its a lead generator. It gets the customers to our doors, and our quality services keeps them there. I will let everyone know if I here anymore updates. It may be worth a try."

 

The hard part is getting them in the door. The easy part is keeping them happy. :lol:

  • 1 month later...
Posted

We use DemandForce and the one of the biggest benefits I am seeing is that all our good reviews show up when we are Googled.

  • 1 month later...
Posted

Well, I guess it depends on the size of your business. If you’ve just opened and it is a small family auto repair, it will be enough to add your shop to yelp. Work for a full due and you will get good reviews from your customers. If you are planning to use auto repair shop software to process work order management try to choose application that will help you to track sales, review return on investment and calculate profit margins etc. For example, in our shop we don’t use any marketing applications, but we have application to run it, AutoRepair cloud. I would say that the app is for small shops, but it has many useful features, like accommodation in nationwide cat, mobile application for customers, work order management etc. All these improves the Customer Experience.

Posted
I just wanted to hop in an mention an opportunity here - our program is geared around reaching new customers and growing customer loyalty. When consumers use our app (mycarfax.com), they can look for participating shops in our network - about 33k of them. If you get a customer in the door, you can leverage our app to remind your customers when they're due for routine maintenance AND we'll highlight your shop as the place to go.

 

It's pretty simple - you work on their car, they sign up for myCARFAX within 30 days, and we'll always recommend your shop as recommended facility.

 

blogentry-2770-0-86950600-1428159162_thumb.jpg
blogentry-2770-0-94338400-1428160834_thumb.jpg
In context here - no, it's not going to replace direct mail or other services marketing groups provide; but it is a FREE way to get your shop in front of your customers more often, all on their phone or online.

 

 

Thanks,

Thomas

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  • 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.
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