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With change comes opportunity. The shift in the auto repair industry is definitely toward women as your primary clients. The good news is your competition is probably unaware of this trend.

 

The Automotive Aftermarket Industry Association discovered in a recent study, almost 90% of women are now involved in the decision process for their vehicle’s repair and maintenance, 68% of them take the vehicle to the shop themselves, 45% are solely responsible for their auto repair and service decisions. That is amazing. Do you have 60% or 70% female clients? If you do not, you are missing out on a lot of business. If you are looking to develop a brand or a reputation, I would consider becoming the go to shop for female clients. The fact that the numbers are so big makes this an attractive area on which to focus.

 

Female clients have specific needs that are easy to accommodate. Women are looking for a shop that is informative, treats them with respect and appreciates their business. Forget the think pink garage or anything that can be construed as condescending. Put your female clients in the position of making an informed decision and they will be loyal to your shop.

 

Women Think Differently Than Men: While this is not news to anyone, most shops have had the same approach to business all along. Now it’s time to focus on the 60%-70% of this lucrative and loyal market. The traditional male client is a transactional buyer. His loyalty is to the best deal he can find. This kind of client may not remain loyal to your shop. Let’s get a general overview of what a female client wants from her repair facility. Your target female client is a relationship buyer. This means when you develop a relationship with her, she will develop loyalty toward your shop. You must identify her needs and fulfill them. Here are some things you should know.

● About 25% of female buyers shop online daily, and 80% to 90% will share deals they find with their friends and family.

● Your target female clients are more likely to be busy parents with a demanding schedule. Their time and is very important to them.

● Most women will not complain if they have a bad experience, they simply will not come back to your shop. However they will share this experience (good or bad) with people they know.

● Women want a shop that is very clean and has a professional quality about the entire facility.

● Women will drive a relatively long distance to a shop they feel loyal toward.

● Women want to make informed decisions. They value information that will empower them to make the right buying decisions.

● Your female clients are far more likely to keep appointments and follow trusted recommendations.

● Women want a shop that is a good citizen of the community, and demonstrates it with action, not words.

● They want a fair price, but will not expect you to be the cheapest.

 

These are just a few things women are looking for in a shop. You have to cater to these needs if you want to build your client base and car count.

 

Communication and Educating your client demonstrates concern and gives her more empowerment. You are not telling her what to do or think. You are sharing information that she can use to make informed decisions. Think about purchases or decisions you make without really understanding the situation fully. It is a bad feeling, especially if you consider the importance of having a dependable car at your disposal, but not being comfortable deciding on how to maintain or service it. If you empower them through communication and education, you will have a loyal following.

 

Educating your clients is just a matter of changing how you present the information. The presentation should be based on the vehicle inspection and formatted into a list of priorities that includes why one item is more pressing than the next item. Here is a format to use when presenting the results of an inspection.

  1. Needed Repair: This would be what you recommend doing first and why. For example, front brakes that are metal to metal. You would probably recommend calipers, rotors, pads, rear brake clean and adjust, as well as a brake fluid flush.
  2. Reliability: These recommendations might include c.v. shafts because outer boots are cracked, but not broken, serpentine belt and tensioner that are worn, but still operational. Things that must be done soon, before reliability is compromised.
  3. Preventive Maintenance: These are maintenance items you recommend due to mileage, or being indicated by your inspection. Some possibilities may be a tune up, timing belt, struts, radiator hoses or transmission service.
  4. Economy: These things are recommended for better economy, like a fuel injection service, air intake cleaning, air filter, or oxygen sensors. These would be the finer points that really put your client’s car into top shape.

 

Education is the key to building trust with your client. You must explain what they need and why they need it to the point that they are completely at ease with you and your recommendations. This level of understanding is the key to creating the empowerment that is so important to your client. Check out the following ways you can educate your client.

● Visual Aid: Use a computer animation of the system to show how the effected system works. Explain it in a way that shows what happens step by step, from pressing the brake pedal, master cylinder and power booster, down to friction material on the rotors. Mention each part along the way, whether it’s leaking, worn or inoperative. Use words that are professional like remove, disassemble, replace, worn out, leaking, etc. Do not use phrases like shot out, blown, yank, tear, pull, jerk, etc. She does not want anyone to yank, jerk or tear on her car. The visual imagery from these words is enough to lose the sale and the client.

● Show and Tell: The next step after the computer animation is to go out to her vehicle and show her each item you recommend. Point out the physical evidence for each recommendation; go as far as using a dip strip test on her brake fluid to demonstrate it should be flushed because it is contaminated. Show her the gouged rotors, and a new one, the leaking calipers, her paper thin and metal to metal pads. Explain that has been the source of the noise she’s been hearing. Ask her if there is anything she has a question about.

 

The final part of communication and education is consistency. Every time a client comes in you should double check the last work you did, because if there is a problem you can address it right now. Also check the recommendations you made last time and give her an update. Be sure to record on each invoice what items were declined.

● Follow up each unsold recommendation with some internal marketing. Send an email within 30 days with a discount.

● Use service reminder stickers for her next service. Studies show women rely on these. Refer to it as a service, not an oil change. I highly recommend machine printed service reminder stickers with your shop’s name, phone number and the mileage when the service is due. Get the machine that prints them out. Have the service advisor remove the old one and replace it with the new one. This will help ensure a steady car count and build loyalty. It is also a very professional touch. Be sure to list the items inspected and done during a service on the invoice. Review the invoice line by line and have your client sign the invoice. Let’s do an example of a service:

The 3,000 Mile Service –

 

5 quarts of Valvoline 10w30

Fram oil filter

set tire pressure to 35 psi.

spare tire and jack are in place & serviceable

belts and hoses appear good at this time

serpentine drive belt appears good

air filter may be needed next visit

charging system good at this time

front tires at 6/32 remaining

rear tires at 3/32 recommend replace soon

Etc…wiper blades, lights

 

This gives your client peace of mind and promotes trust in your shop. This also demonstrates the difference between your shop’s full service and the $9.95 oil change down the street. Remember always schedule your client for their next visit before they leave. Follow up in a few days to see how the service was and if she is happy with the repair. Your shop will enjoy a better average R.O., a stabilized car count, and a growing group of advocates telling everyone what a great shop they found.

 


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  • Like 1
Posted

I've focused on women since I opened and have become a shop they can trust and feel comfortable with and let me tell you they can really spread the word! I haven't tracked the percentage but like xrac I'm guessing it's at least 50% women, maybe more.

  • Like 1
Posted

Three of our four Service Advisors are female. They are sharp as hell and they don't intimidate customers - male or female. More and more, women are playing lead roles in both sides of the auto service transaction. Good article.

  • Like 1
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         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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