Quantcast
Jump to content

Recommended Posts

Posted (edited)

So we are looking at moving our shop to a really nice shop here in town that has some amenities that we are very excited about but I got to talking with the landlord about the past few shops that had been in there and he told me that he didn't think this location could sustain a $70-80 labor rate. He thought that was probably why the last shop didn't stay busy enough to keep the doors open.

 

I have always thought that while location can be a great plus that it really truly depends on how you package things and how well you do with marketing and advertising. Ive always seen that good customers will travel a little bit just to come to a shop they like.

 

What do you all think? How much value should I put in what the landlord was saying? How much does location truly have to do with a shops success? How far will customers travel to come to a good quality shop they love?

Edited by ncsvoboda7
Posted

I think location is crucial, I estimate that every new customer I get that wasn't referred by someone came in because they saw us driving by. That's a lot of business from no advertising dollars. A shop off the beaten path can survive with enough of an advertising budget.

  • Like 2
Posted

Our new location is by no means off the beaten path, it is on a street with 12k traffic count and then a main highway with over 80k traffic count and an exit for easy access. I guess my main question is more the median income around us is not exactly our clientele and that's what I'm wondering about...

Posted

Look at our Thoroughgood shop on Google maps. We are at the end of a dead end street. It's definitely tougher to draw a crowd when you are off the main drag, but if you advertise and bring them in and MAKE THEM COME BACK by being the best in town, you can be successful. I know a lot of great shops that are in miserable locations.

  • Like 1
Posted

I know what you mean about the socio-economics; ie Demographics of the location. If the landlord told you that it would be hard to have a $70 to $80 labor rate, then that is a very important bit of information to consider. Think about this: the landlord has a vested interest in leasing the building and receiving the stream of income. For him to go against his interests and try to dissuade you from locating there, it may be the #1 reason NOT to move there. There are locations only 15 minutes from me that I would not own a shop in because they have a lower income population, and it would be like swimming upstream to make money there.

 

You cannot make money off people that have no money!!!

  • Like 2
Posted

Well he wasn't necessarily dissuading me but just telling me that we could only hold about a $50-60 labor rate. But that is because the previous shop was targeting that local area which we are not. We are targeting the higher income earners but it just so happens they dont live in the very close vicinity.

Posted

Are your higher end customers willing to travel to a lower end area to have their cars serviced? Might there be a stigma attached to doing business in this area that the high earners will avoid? It might be a great shop but if those you are targeting aren't willing to come to this area it's going to be a big problem.

 

I waited almost 2 years to find the right location. I almost made a deal on a shop that was only 1 block off the beaten path but ended up passing, and glad it did, someone else took it and failed. The ultimate location finally turned up and I'm so glad I waited because it was an immediate success in my first year there. Be patient and do your due diligence.

  • Like 2
Posted

From my experience, as long as the shop you are looking at is in a decent area. Middle-class minimum, and the retail areas around it are clean, the higher end customers will come. We are in a area where about 2% of our customers are within 15min of our shop. You will have to advertise a lot to get the customers you prefer. Most of our customers come from higher-end areas even though we have no amenities around. It can be done, but it will take a lot of cash and patience.

Posted (edited)

The landlord might also just be ignorant to the auto repair industry. The last shop might have failed due to mismanagement, poor customer relations, dishonesty, sloppy mechanics, and a host of other things that aren't posted on the wall as prominently as the labor rate. In my opinion, a shop that fails charging $80/hr would probably also fail charging $60. Unless of course the average labor rate in that neighborhood is $45.

 

Location is king, but even a perfect location can't make up for a bad reputation

Edited by alfredauto
Posted

Ya from the sounds of it the previous guy didn't really have a good vision for the business. He started selling cars and then was not super into the mechanic side and I have heard he simply didn't want to show up sometimes. I guess the only thing I was worried about was the landlord saying that location could only handle a $50-60/hr labor rate because our business plan is built around roughly $80/hr.

Posted

Ya from the sounds of it the previous guy didn't really have a good vision for the business. He started selling cars and then was not super into the mechanic side and I have heard he simply didn't want to show up sometimes. I guess the only thing I was worried about was the landlord saying that location could only handle a $50-60/hr labor rate because our business plan is built around roughly $80/hr.

 

I would be too worried about the other business. There could have been multiple contributing factors for why it failed. You will have to test your labor rate anyway. You also can't only base your business on price alone. People will pay more for great customer service.

Posted

 

I have been told repeatedly that the customer base is 3-5 miles of your location.

 

It does depend on your location though. Most of our customer base comes from 10-20 miles away.

Posted

 

I have been told repeatedly that the customer base is 3-5 miles radius of your location.

I'm sure I'm an exception due to the trailer and hitch side of my business, but I've got customers in almost every town in the U.P. of MI. I have a customer coming from Calumet tomorrow for a new fifth wheel hitch on his brand new 2015 F250 diesel, it's a $1,450 sale. He also drove here last fall for a hitch and wiring on another vehicle. He's over 2 hours away, some have come farther. I've asked a few why they drove all the way here for a hitch installation/wiring package and in almost every case they said they don't have anyone local who specializes in it or who they would trust. My web presence has brought those customers in and I believe that's very important in this day and age.

 

People will travel for the right shop but getting that reputation and customer base will take some time, effort and money. It's hard enough being in a good location and a real challenge if you're not. Why handicap yourself right from the start? I mentioned I waited almost 2 years for my shop and it was worth it, my location is everything. I can tell someone coming from 3 hours away in one or two sentences how to find my shop. My shop itself could be bigger, I could use 2 more bays but I wouldn't trade my location for a bigger better shop, no way not worth it. Good luck man think hard about this and don't make any rash decisions.

Posted

I see that you are a BMW only shop. Did you start in your current location? Did you have a personal following before you opened? If you have a good reputation and following it can be done. However, if you are like me and know nothing about the business and open a store it is much harder. Before I was in this business I was an environmental consultant/engineer. I did work in Twinsburg, OH, near you for Coca Cola Enterprises at the bottling plant they had there.

 

Did it a couple years out of a home garage first, then moved where we are 11 years ago. We did have a small following. We started out upgrading differentials and doing conversions, then changed over to a complete repair shop. It was hard at the beginning, but every years gets better and better. Do you miss the great weather up here in Northeast Ohio?

Posted

I miss those days. It has been winter for 6mths. Just starting to warm up some these past couple weeks.

Posted

I just closed on 1.5 acres yesterday to move my shop to a much better location. We've been open for 22 months. I started out by myself and now have 2 full time employees. The number 1 complaint we get is our location. All of our customers live more than 5 minutes away.... ALL! Most probably live over 10 minutes away. Half probably live 15 minutes or further. I've had too many customers come to our place, say how much they love the service, but can't justify the drive. A lot say they would rather pay more at the local dealer than drive all the way out to see us, even after they say our service is way better and refer all their friends to come see us! So for us, location is important. I've managed to grow in a terrible location, but now I'm ready more. I think it's different for every business.

  • Like 2
Posted

We chose our shop on one of the busiest roads in our city (38k cars a day drive by). Additionally, we are in a very high end neighborhood ($80k+ median income). This means that not only do we get a LOT of walk-ins, but we also get a LOT of high-end "just get it fixed" customers. Our service adviser looked at me the other day and said, "you know, great customers are the majority of our customer base. The weird customers are the minority. Every shop I have ever worked at, it's been the opposite."

 

Simply put, based on our location, we do not have to deal with the normal stuff shops deal with ...

- very few price shoppers

- most have a spare car

- dense urban environment, so a dropoff is only a $5 uber fare away

- few arguments with billing

- etc.

 

It's not because we are doing an awesome job (we try to), but rather simply due to the location and the people around us that walk in. It's like playing shopkeeper on easy mode... location made it this way.

  • Like 2
Posted

It amazes me how "far" is relative to the environment. My shop is rural, meaning the population as a whole is accustomed to driving 30 minutes to a grocery store, 20 minutes to school, an hour to the doctor, 2 1/2 hours to the shopping mall. My garage is "close" to town, meaning 15-20 minutes. Makes for a lot of driving.

  • 2 years later...

Create an account or sign in to comment

You need to be a member in order to leave a comment

Create an account

Sign up for a new account in our community. It's easy!

Register a new account

Sign in

Already have an account? Sign in here.

Sign In Now
  • Available Subscriptions

  • 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.
  • Similar Topics

    • By nptrb

      Premium Member Content 

      This content is hidden to guests, one of the benefits of a paid membership. Please login or register to view this content.

    • By carmcapriotto
      Thanks to our Partners, NAPA Auto Care and NAPA TRACS Watch Full Video Episode Host Carm Capriotto welcomes Chris Lawson, founder of Technician Find, to discuss one of the biggest challenges facing independent auto repair shops today: finding and keeping great technicians.
      Chris explains why many shop owners fall into what he calls "fire alarm syndrome," waiting until a technician leaves before starting the hiring process. That reactive approach often leads to rushed decisions, poor hires, and ongoing turnover. Instead, he advocates for an "Always Be Recruiting" mindset, where shops continuously build relationships with potential candidates long before they have an opening.
      The conversation explores practical strategies for becoming a destination workplace, creating a recruiting pipeline, and building a culture that attracts top talent in a competitive market.
      What You'll Learn Why reactive hiring creates costly staffing problems How to build a bench of pre-qualified technicians before you need them Why becoming "10-mile famous" can help attract both technicians and customers How culture-focused marketing can outperform traditional help-wanted ads The three things technicians value most: respect, growth, and compensation Why sign-on bonuses often fail and how to structure them more effectively Practical ways to engage passive candidates who are not actively job hunting Resources available through Chris Lawson's free online community for shop owners
      The best time to recruit a technician is before you need one. Shops that continuously market their culture, build relationships with local talent, and maintain a pipeline of qualified candidates are better positioned to grow, avoid staffing emergencies, and create a workplace where top technicians want to stay. Recruiting is no longer an occasional task. It is an ongoing business strategy. Chris Lawson, TechnicianFind.Com Love your shop? Stay, but stay ready. Auto techs join to level up, find good shops, and keep tabs on top indie jobs nationwide. Techs only. No BS. Independent Wrench Jobs: https://www.skool.com/independentwrenchjobs Finding Technicians Part 1- Chris Lawson [RR 803]: https://remarkableresults.biz/remarkable-results-radio-podcast/e803/
      Finding Technicians Part 2 – Chris Lawson [RR 816]: https://remarkableresults.biz/remarkable-results-radio-podcast/e816/
      Technician Attraction Blueprint [RR 921]: https://remarkableresults.biz/remarkable-results-radio-podcast/e921/
      Attract, Develop, and Retain Top Automotive Talent [CC 113]: https://remarkableresults.biz/remarkable-results-radio-podcast/cc113/
      Beyond Babysitters: Developing Strong Managers and Financial Transparency [RR 1076]: https://remarkableresults.biz/remarkable-results-radio-podcast/e1076/
      Thanks to our Partners, NAPA Auto Care and NAPA TRACS
      Learn more about NAPA Auto Care and the benefits of being part of the NAPA family by visiting https://www.napaonline.com/en/auto-care
      NAPA TRACS will move your shop into the SMS fast lane with onsite training and six days a week of support and local representation. Find NAPA TRACS on the Web at http://napatracs.com/
      Connect with the Podcast:
      Visit the Website: https://remarkableresults.biz/
      Subscribe on YouTube: https://www.youtube.com/carmcapriotto
      Follow on Facebook: https://www.facebook.com/RemarkableResultsRadioPodcast/
      Follow on LinkedIn: https://www.linkedin.com/in/carmcapriotto/ Follow on Instagram: https://www.instagram.com/remarkableresultsradiopodcast/ Join Our Virtual Toastmasters Club: https://remarkableresults.biz/toastmasters Join Our Private Facebook Community: https://www.facebook.com/groups/1734687266778976 Join our Insider List: https://remarkableresults.biz/insider All books mentioned on our podcasts: https://remarkableresults.biz/books Our Classroom page for personal or team learning: https://remarkableresults.biz/classroom Special episode collections: https://remarkableresults.biz/collections Buy Me a Coffee: https://www.buymeacoffee.com/carm   The Automotive Repair Podcast Network: https://automotiverepairpodcastnetwork.com/ Remarkable Results Radio Podcast with Carm Capriotto: Advancing the Aftermarket by Facilitating Wisdom Through Story Telling and Open Discussion. https://remarkableresults.biz/ Diagnosing the Aftermarket A to Z with Matt Fanslow: From Diagnostics to Metallica and Mental Health, Matt Fanslow is Lifting the Hood on Life. https://mattfanslow.captivate.fm/ Business by the Numbers with Hunt Demarest: Understand the Numbers of Your Business with CPA Hunt Demarest. https://huntdemarest.captivate.fm/ The Auto Repair Marketing Podcast with Kim and Brian Walker: Marketing Experts Brian & Kim Walker Work with Shop Owners to Take it to the Next Level. https://autorepairmarketing.captivate.fm/ The Weekly Blitz with Chris Cotton: Weekly Inspiration with Business Coach Chris Cotton from AutoFix - Auto Shop Coaching. https://chriscotton.captivate.fm/ Speak Up! Effective Communication with Craig O'Neill: Develop Interpersonal and Professional Communication Skills when Speaking to Audiences of Any Size. https://craigoneill.captivate.fm                                          Click to go to the Podcast on Remarkable Results Radio
    • By Joe Marconi

      Premium Member Content 

      This content is hidden to guests, one of the benefits of a paid membership. Please login or register to view this content.

    • By Riccardo

      Premium Member Content 

      This content is hidden to guests, one of the benefits of a paid membership. Please login or register to view this content.

    • By carmcapriotto
      Thanks to our Partners, NAPA Auto Care and NAPA TRACS Watch Full Video Episode Host Carm Capriotto speaks with Jay Goninen, co-founder and president of WrenchWay, about insights from the 2026 Voice of the Technician Survey and what it reveals about the state of the automotive workforce.
      Jay encourages shop owners to download the free report to uncover blind spots and start meaningful conversations with their teams. The data show that technicians strongly prefer a four-day, 10-hour workweek with no weekends, along with proper equipment, paid vacation, retirement benefits, and paid training.
      While dealership technicians made up a larger share of respondents, independents stood out in workplace culture. 63% of independent technicians would recommend their shop to a friend, compared to 36% at dealerships, though dealerships scored higher in providing paid training. Across both groups, technicians favor an hourly wage plus bonus structure, which many feel better supports diagnosticians than traditional flat-rate systems.
      The discussion also highlights a troubling trend: the industry’s Net Promoter Score dropped to -60 in 2026, signaling that many technicians would not recommend the profession to others.
      To strengthen the talent pipeline, Jay discusses ASE Connects, a new initiative aimed at connecting shops with high school and technical school automotive programs to support them through mentorship, advisory roles, and community engagement.
      Carm also advocates elevating the profession by shifting the language from “mechanic” or “technician” to “specialist,” emphasizing the expertise required to work on today’s vehicles.
      Overall, the episode serves as a wake-up call for shop owners to use the survey insights to evaluate their culture, communication, and work environments, and to become employers technicians are proud to recommend.
      https://wrenchway.com/resources/2026-voice-of-technician-survey-report/
      Jay Goninen, Co-Founder and President, WrenchWay
      Thanks to our Partners, NAPA Auto Care and NAPA TRACS Learn more about NAPA Auto Care and the benefits of being part of the NAPA family by visiting https://www.napaonline.com/en/auto-care NAPA TRACS will move your shop into the SMS fast lane with onsite training and six days a week of support and local representation. Find NAPA TRACS on the Web at http://napatracs.com/ Connect with the Podcast: - Follow on Facebook: https://www.facebook.com/RemarkableResultsRadioPodcast/ - Join Our Virtual Toastmasters Club: https://remarkableresults.biz/toastmasters - Join Our Private Facebook Community: https://www.facebook.com/groups/1734687266778976 - Subscribe on YouTube: https://www.youtube.com/carmcapriotto - Follow on LinkedIn: https://www.linkedin.com/in/carmcapriotto/ - Follow on Instagram: https://www.instagram.com/remarkableresultsradiopodcast/ - Visit the Website: https://remarkableresults.biz/ - Join our Insider List: https://remarkableresults.biz/insider - All books mentioned on our podcasts: https://remarkableresults.biz/books - Our Classroom page for personal or team learning: https://remarkableresults.biz/classroom - Buy Me a Coffee: https://www.buymeacoffee.com/carm - Special episode collections: https://remarkableresults.biz/collections - The Automotive Repair Podcast Network: https://automotiverepairpodcastnetwork.com/ - Remarkable Results Radio Podcast with Carm Capriotto: Advancing the Aftermarket by Facilitating Wisdom Through Story Telling and Open Discussion. https://remarkableresults.biz/ - Diagnosing the Aftermarket A to Z with Matt Fanslow: From Diagnostics to Metallica and Mental Health, Matt Fanslow is Lifting the Hood on Life. https://mattfanslow.captivate.fm/ - Business by the Numbers with Hunt Demarest: Understand the Numbers of Your Business with CPA Hunt Demarest. https://huntdemarest.captivate.fm/ - The Auto Repair Marketing Podcast with Kim and Brian Walker: Marketing Experts Brian & Kim Walker Work with Shop Owners to Take it to the Next Level. https://autorepairmarketing.captivate.fm/ - The Weekly Blitz with Chris Cotton: Weekly Inspiration with Business Coach Chris Cotton from AutoFix - Auto Shop Coaching. https://chriscotton.captivate.fm/ - Speak Up! Effective Communication with Craig O'Neill: Develop Interpersonal and Professional Communication Skills when Speaking to Audiences of Any Size. https://craigoneill.captivate.fm                         Click to go to the Podcast on Remarkable Results Radio


  • Similar Tagged Content

  • Our Sponsors

×
×
  • Create New...