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I was hoping to get some feedback on what software others are using for appointment booking. We're still hand booking appointments with a paper and pen, but I'm slowly working on modernizing our procedures. I'm considering anything from outlook or Google calendar to automotive scheduling software with online booking capabilities.

We're fairly unique. We're a very small town power sports dealership which also does satellite sales and service for a nearby Kia dealership. We currently have one automotive and one small engine tech. Our DMS is power sports focused (DX1) and they don't currently have any scheduling software that integrates with their system. So I'm open to almost anything, but cost is a factor due to our size. If you have scheduling specific software that you use it would be great to hear what you use and what you think of it. Thanks.

  • 7 months later...
Posted

We use Google calendar which is shared with all our techs, but don't let customers book themselves because we do all types of jobs/repairs and don't always put the time right on google calendar (by that, i mean, if a job takes 3 hours, we dont put it on calendar as that---maybe we should though)

 

We just put name, car and job to be performed and then customers phone number in the description.

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  • Have you checked out Joe's Latest Blog?

         0 comments
      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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