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Leadership sometimes feels like a seesaw. I believe completely in the concept of leading by example but it can be frustrating and deflating when you lead the horse to water but it just wont drink. I do my very best to set a positive and professional example for my employees. I communicate my vision for our company, have meetings setting expectations and the results are up and down. I'm also trying to be as consistent as possible in the ever changing environment of the auto repair shop. What's wrong with people today?

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Agreed with what Mspec has said. I also understand what you are saying, Bob K. I've had a 2 employees that were a huge help to my business at times, but generally were just not the right people to have working in my business. It hurt to let them go, but both parties understood why it had to happen. Like Mspec said, if you are doing everything right and still not getting the results, maybe it's time to look for new help. I've now got 2 GREAT employees who I would have a tough time forcing to leave my business. It takes time and maybe even some luck to find the right people, but when you do, you will know it.

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  • Have you checked out Joe's Latest Blog?

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      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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