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Posted

Just wanted to know if anybody worked with companies that drive phone calls from prospective customers. What were the bad things, were there any benefits, what would you like to change, etc.

 

Were prices any good, was it really worth it? Were calls relevant, targeted good enough?

 

 

Thank you!

D

 



Posted

Have never tried it with phone calls. I hate telemarketers so I would probably not use one. But we do target market by mail certain demographics within our service area. Although in insurance sales they do it all the time trying to give quotes or set up meetings. I would probably feel better if I had the list of certain demographics and have my staff call to introduce our-self and market them. i would then follow up with a letter, refrigerator magnet, calender, discount coupon, keyfob or something that puts your name in their hand.

 

CustomerLink had some good tools to use for demographic information and customer mapping but that has gone by the wayside since they were bought by Demand Force. The information is available from other sources though.

Posted

Have never tried it with phone calls. I hate telemarketers so I would probably not use one.

Not telemarketers. I meant companies that drive phone calls to you from potential local customers looking to fix something particular in their cars.

And you pay them something in the range of $15-20 for each quality relevant call.

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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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