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Posted

I deal with every situation differently. I do have the technician that worked on it previously repair it correctly. Remember, you will have comebacks, appologize to the customer and take care of the bill. I also give the customer coupons for their troubles. If it is a safety concern that is a comeback and it is our fault and not a defective part, I will give the technician a final warning and tell them if it ever happens again he/she will be fired on the spot. If not, I will give him a warning and deduct his time from the last repair. They will learn very quickly to check and recheck their repairs to make sure it is repaired right the first time.

Posted

Comebacks can be a real problem. Finding out the root of it is key. Is the tech making mistakes due to lack of training? Caring? Tools? Workflow management? Is it parts quality?

 

We all have to understand mistakes can happen. Humans are not perfect. However the way the technician reacts to a possible mistake on their end will speak volumes to their character. If you have a tech that has chronic comeback problem you should have a sit down and try to find the root of it. If a tech is in complete denial and/or wants to blame everyone but himself I would say it maybe time for him to go.

 

I don't know the exact figure of comebacks but I believe the percentage really should be below the 3% overall mark or even lower on total gross labor sales. Don't quote me on that

Posted

We have a plan to keep preventable comebacks at a ZERO percent. #1 verify the complaint. Most important step. #2 make repair including the root cause of the problem, #3 verify the complaint is 100% resolved via extensive test drive. If I'm not absolutely sure the problem is solved the car stays until we can verify we fixed it. "Do it right, do it twice. Three times sometimes" is our motto. An example would be a press in bearing, if it's not perfectly smooth we do it again. Sure, good enough will get the customer out the door for a few months but they will come back displeased when it fails at the most inopportune time. OBDII codes get verified with the readiness monitor setting. Anything else is an educated guess. It takes more time to do it this way but it's better than tying up a bay with nonproductive work.

 

That said we do get some comebacks due to defective parts, that's a warranty issue not a comeback. I had guys who couldn't make a repair stick, they don't work for me anymore. We are all human, I don't worry too much about minor come backs we just take care of it and away they go. Carelessness is not tolerated.

 

I can say without a doubt every comeback we have had that was our fault was because I let the customer rush us and we skipped a step outlined above.

  • Like 2
Posted

OBDII codes get verified with the readiness monitor setting.

 

We are not currently doing this, and it bothers me. Verifying via readiness monitors is the right way to validate a repair.

 

Do you keep the car overnight for this? Do you have someone drive the car 5-20mi to set O2's and Cat?

  • Like 1
Posted

We do a minimum of a 10 mile test drive on every job with the exception of oil changes and tire installs. We rarely deal with comebacks. Most of this is the fact we're a 3 person shop and everyone has personal stakes in our performance. I do all the diagnosis work, so I typically will spend longer verifying my diagnosis and repair because I'm the owner. Hourly or book wages as my motivation! My reputation directly represents my compensation!

 

Sent from my SCH-I605 using Tapatalk

  • Like 1
Posted (edited)

For o2 heater to set we keep the car overnight. Evap we can run in the bay 50% of the time. Normal drive cycle takes about 30 minutes. It tunes us in to what else is wrong with the car too. We only do this on diags. We are a 2 person shop, it gets crazy trust me. Tires, alignment, suspension we test drive about 5 miles but our shop is on the highway so its quick. We do state inspections too so it's not unheard of for someone to leave their car a couple days to get it to pass, its pretty much the norm.

 

Got one back today, didn't follow my own rule. I put an O2 sensor in because the old one was obviously broken. No need for verification, too time consuming I thought and unnecessary. Easy job. Yup I had an hour today though to work on it free when it came back. Had a separate issue but bottom line is the light came back on because I failed to fix every cause of the original cel complaint. In the customers eyes its got the same problem, which is the light on the dash. I'm guilty of stopping when I found a problem, not all the problems.

Edited by alfredauto
  • Like 1
  • 2 weeks later...
Posted

Comebacks due to negligence are not tolerated. This is how customers are lost. Verify all repairs every time.

Posted

Thanks, Alfred. I have been considering hiring a guy to shuttle drive, clean the shop, wash cars, etc. This would be another task to add to his list ... a monitor-readiness drive after every CEL repair. Once we move from 4 techs to 5 this spring, I will pull this trigger.

Posted

I've heard some shop owners/techs say that comebacks are Job Security-charge them again for something else. That always made me mad.

I always tried to personally road test the vehicles and confirm a quality job in every case. Most comebacks I have seen is due to short cuts or parts failure. When I could not fight for what was right for my customers I "retired".

  • Like 1
Posted

The most important thing is to take the customers side when a comeback happens. If they say its broke again I believe them and get the car on the lift asap. 9 times out of 10 something else is broke and its a good opportunity to show n tell at least they aren't mad anymore. No matter what they accuse you of smile and get the car in and look, don't even suggest or speculate anything until its on the lift. The techs ego will chase customers away so be careful. I hate comebacks.

  • Like 2
Posted

I am super sad right now, we had a customer that we have done a couple winterizations for, a couple repairs, couple more auto starts for came in saying their car was overheating at -40 and she thinks the coolant froze (if so our fault for not getting it rich enough) so we take a look at it and there is no coolant in it because the water pump is leaking on a 2005 tahoe with 145k on it. what does she say? She is going to have to talk to her old tech that she used to have before moving here before doing it because she thinks it might be our fault her water pump failed.

 

Why at this point are we being questioned.

  • Like 1
Posted

I am super sad right now, we had a customer that we have done a couple winterizations for, a couple repairs, couple more auto starts for came in saying their car was overheating at -40 and she thinks the coolant froze (if so our fault for not getting it rich enough) so we take a look at it and there is no coolant in it because the water pump is leaking on a 2005 tahoe with 145k on it. what does she say? She is going to have to talk to her old tech that she used to have before moving here before doing it because she thinks it might be our fault her water pump failed.

 

Why at this point are we being questioned.

I would ask how old the water pump and see if I could replace at a deal she could not refuse. Always remind customers that a cooling system is like a chainand any weakness may reveal itself.

 

My reminder with any cooling system work is. "Now that the cooling system is under proper operating pressure, Watch on system parts for any weaknesses. Other cooling system parts, seals, gaskets that were not replaced today may fail in the future under pressure. The customer should maintain a watch on all fluid levels and dash gauges/warning lights. If in doubt bring car by and we will check all fluid levels at no charge"

Posted

I am super sad right now, we had a customer that we have done a couple winterizations for, a couple repairs, couple more auto starts for came in saying their car was overheating at -40 and she thinks the coolant froze (if so our fault for not getting it rich enough) so we take a look at it and there is no coolant in it because the water pump is leaking on a 2005 tahoe with 145k on it. what does she say? She is going to have to talk to her old tech that she used to have before moving here before doing it because she thinks it might be our fault her water pump failed.

 

Why at this point are we being questioned.

 

This does happen. Some customers are easily discouraged. It sounds like you failed to earn her trust somehow? If she is a multi-vehicle customer, just take car of it to try to earn her trust back, but find out what happened for her to lose your trust. Make sure you emphasize that failures just happen, and it wasn't anyone's fault. Good luck!

Posted

I am super sad right now, we had a customer that we have done a couple winterizations for, a couple repairs, couple more auto starts for came in saying their car was overheating at -40 and she thinks the coolant froze (if so our fault for not getting it rich enough) so we take a look at it and there is no coolant in it because the water pump is leaking on a 2005 tahoe with 145k on it. what does she say? She is going to have to talk to her old tech that she used to have before moving here before doing it because she thinks it might be our fault her water pump failed.

 

Why at this point are we being questioned.

 

This does happen. Some customers are easily discouraged. It sounds like you failed to earn her trust somehow? If she is a multi-vehicle customer, just take car of it to try to earn her trust back, but find out what happened for her to lose your trust. Make sure you emphasize that failures just happen, and it wasn't anyone's fault. Good luck!

Posted

I am super sad right now, we had a customer that we have done a couple winterizations for, a couple repairs, couple more auto starts for came in saying their car was overheating at -40 and she thinks the coolant froze (if so our fault for not getting it rich enough) so we take a look at it and there is no coolant in it because the water pump is leaking on a 2005 tahoe with 145k on it. what does she say? She is going to have to talk to her old tech that she used to have before moving here before doing it because she thinks it might be our fault her water pump failed.

 

Why at this point are we being questioned.

 

This does happen. Some customers are easily discouraged. It sounds like you failed to earn her trust somehow? If she is a multi-vehicle customer, just take car of it to try to earn her trust back, but find out what happened for her to lose your trust. Make sure you emphasize that failures just happen, and it wasn't anyone's fault. Good luck!

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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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