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Posted

We use a plastic folder that we keep the tech worksheet and keys in until the job is finished. Then the invoice is placed in the folder with keys so everything is together when the customer picks up their car. I want to install a repair order rack to place the folders in to free up some space on my counters and make them easier to find. The problem I'm having is that all the racks I find are not "thick enough" to hold the keys with the folder. Some companies offer a rack where one hangs the keys beside of the repair order. I would prefer to keep it all together, I guess I'm funny that way. Any suggestions on a potential source?

Posted

Sound like you have a problem with locating the correct keys. Just tag your keys and add the number to the repair order. I just use the slotted racks for the paperwork and hang the tagged keys where the slot wraps around. Makes it easy. I have also seen companies use a large singe file rack that they put all their folders and keys in. You can try that. It should be cheap enough to try.

Posted

Hi Jimbob,

 

It sounds like key tags might help with better organization. Our Lube Sticker Pro software prints personalized tags for customer keys which includes customer name, vehicle, VIN, license plate and other details such as when the customer needs to have the vehicle work completed. Please reach out if I can help answer any questions or provide more information.

 

 

key-tag-print.png

Posted

Mike it should be noted that the static cling printer that is the more expensive option cannot print out key tags. Unfortunately this was something I found out months later when I got around to asking about how to print key tags. Still love the product, just a bit bummed I was never told this before choosing the static cling GoDex printer

Posted

I set up a shop that had no previous key control program that works well to this day. Its based on the last number of the repair order. Get a 4 foot by 4 foot piece of thin plywood, mount in a convenient place and evenly space cup hooks from left to right with numbers 1thru zero above them, do 4 or 5 rows from left to right descending down the board leaving room for a set of keys in between.

 

1 2 3 4 5 6 7 8 9 0

* * * * * * * * * *

* * * * * * * * * *

The rule is the keys are hung on the board before dispatching, and returned to the service advisor when done, and he will return them to the correct hook. Anyone on your staff can find keys in a jiffy. Low buck, effective and professional.

Posted

I bought a magazine rack from auction that came from a school library. I use clip boards, key goes on the clip board with the RO, it goes back when completed. Its 5 tier rack, cars that are done move to the bottom slot, news arrivals go on the top. They move down as they progress. It works for about 20-25 clip boards. Cheap and easy, no tags to buy. Keys have to stay with the clip board, piles of keys is bad.

  • 9 months later...
Posted

I got some from McMaster-Carr.com its the cheapest I have found. They are good thickness and i installed the keys holders on the side of the invoice holder. not bad for the price.

Posted

Mike it should be noted that the static cling printer that is the more expensive option cannot print out key tags. Unfortunately this was something I found out months later when I got around to asking about how to print key tags. Still love the product, just a bit bummed I was never told this before choosing the static cling GoDex printer

 

I just purchased a Dymo printer to also start printing key tags with Bolt On. During training, a suggestion was made to also use the key tag printer to label parts as they come in for RO's. Really good idea. Get ours key tag printer this week. We use the Zebra printer for OC stickers.

 

AJ

  • Like 1
Posted

I got the dymo printer for key tags and a zebra for my lube stickers for using with Bolt On. The dymo cost me a whooping $100. It's great because I can print my key tag and lube sticker from my tablet and phone while I'm walking in from getting the mileage from the car.

 

We have racks assigned to each tech which we keep the signed RO and all receipts together. Each tech has a color. I have 7 racks. One for each tech, one for waiting for parts, waiting for approval, and one for completed tickets. On that one I have a strip of woof that has cup hooks that we put the completed work order and keys next to it.

 

No looking like an idot when you cash out the customer and can't find the keys. It's nice because if the paperwork is done and hanging up, a quick look and the keys better be up there. We also park the completed cars in a special section so looking at the lot, I know what's completed the I can spot check the rack and make sure the office is doing their job.

 

 

The racks are also nice because I know what's going on in the shop if I'm not in front of my computer.

  • Like 1
Posted

I know that not everybody is ready for it, but we recently went paperless with autovitals DVI and smartflow to manage about 120 cars per week and haven't missed the clipboards and paper forms for techs, etc. We have have used handwritten string tags for keys for the past 12 years. Cheap and effective.

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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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