ncautoshop

That's a fact, I've certainly gathered some perspective from this thread! Sent from my SM-G955U using Tapatalk

I know some real brainless shop owners who are still going [emoji2] I've got 3 prospects that we're looking at to hire. We've not talked money yet but that should be coming up soon. I'm going to do a minimum or book hour at a decent hourly rate - whichever is higher as mentioned above - I've decided I'm not going to mention productivity in relation to pay. I'm going to handle that through management. If they can't be productive I'll just keep looking! Sent from my SM-G955U using Tapatalk

I certainly have plans to be working my rate up over the next 2 years to the $90-$100 range. We just came from $65 a year ago, so in December I've got it planned to go to $85. Really like that pay system, something we may look into! We lost almost all of our bottom feeders on pur last rate increase. We considered a health insurance offset, but according to our insurance provider they have a less expensive option we'll be looking at. Thanks for all the great advice guys! Sent from my SM-G955U using Tapatalk

Hahahaha, I'd love to take that home! Are you hiring? I guess I could show up if you'll give me that! Sent from my SM-G955U using Tapatalk

That's something like $48.40 an hour after taxes and uniforms. 40 hours a week. If that technician efficiency and productivity were down (at my current labor rate) for a week that would be uncomfortable to say the least lolI honestly can't see the issue with flat rate as long as the writer and tech are working to ensure that proper times are estimated and calling customers for additional time approvals. It seems like a win win for everyone Sent from my SM-G955U using Tapatalk

That's also a valid thought! Sent from my SM-G955U using Tapatalk

Maybe so, there's only dealerships charging more so I hate to go up much more! While you guys are at $100+ our highest dealer is $85. We're currently at $75.00, and maybe I should go up but I don't want to price myself out of our market. 7 of 10 shops here are 45-55 an hour. Sent from my SM-G955U using Tapatalk

I agree completely. That's why we track time and bill additional time if we exceed the estimated time. I don't have any issue AT ALL with someone making $50,000+ - I'd love to make sure my employees are well compensated! But that being said, if a technician expects $50,000 a year but isn't willing or capable complete the work in front of them they don't deserve it! You can blame shop owners all you like, but the reality of it is shop owners have partially been backed into this corner by corporate America and manufacturer's in a way. That being said all the blame can't be placed in one area! We've worked each of the areas you've discussed to help improve to the point we can pay a technician fairly, and we do have salary employees at this point. There was certainly a time when we were not able too! The problem now is, we're offering techs half of our billable rate before tax - paid time off and vacation time and we are working on insurance offerings. The technician is a big part of the estimating system here, so if they feel it'll take longer we'll add it and they get paid. If they get in and the job expands, we add it and they get paid. The problem is, I've got a parking lot full 5 days a week and a schedual full 5 weeks out and can't seem to find experienced technicians that want to work. I'm sure we are part of them problem, from appearances, shop configuration, organization, my personality etc. But the reality is, there's not much to choose from! Sorry if this sounds like a rant! Lol Sent from my SM-G955U using Tapatalk

Your right on! I've got to give real props to Rosedale tech and Paul Danner and people like Richard McCuistian at a high school. I'm sure there's other schools doing it but these guys are teaching diagnostics in a broad way! Sent from my SM-G955U using Tapatalk

Your correct sir. We're in a steady growth pattern and we're up around $40,000 as opposed to this time last year. Each year has been seeing growth. What frustrates me the most is we've been offering good money! But a lot of the candidates want a guarantee of $xxx.xx - I've learned a lesson with this, I can't guarantee anything if they aren't productive! They still receive a living wage but demanding a guarantee of $900+ a week, and they can't generate that in revenue, I can't afford to do that! Sent from my SM-G955U using Tapatalk

Glad to know we're not alone. I'm where I could grow and expand. Just picked up serious additional work load too. But if I can't get the work done, or it's not done correctly what's the point? Right now I'm floating all positions, but if like to find a really good experienced tech to help the guys I have now and allow me to run the shop. May not happen! Sent from my SM-G955U using Tapatalk

We've been running adds for months, (AdWords, facebook, monster and many other sites) and just can't find quality candidates! I was thinking it was just us, be it the shop, methods or maybe am unsaid reputation but I've been talking to other shops and folks who frequent other shops (tool dealers, part suppliers etc) and they say everyone in a 100 mile radius is hiring but can't find help. Any insight? Are we alone in this? Sent from my SM-G955U using Tapatalk

Thanks Joe! We're a small shop so we struggle with the offerings that some employees are looking for beyond pay. We do offer a family like environment that's very laid back and everyone that works for us seems to appreciate it. We could certainly use some orginization & productivity improvement but that's a struggle when the owner is turning wrenches and writing service. I think we're finally to a point where expanding is a real possibility, but we've got to find some quality techs! Sent from my SM-G955U using Tapatalk

Very interesting. Any more data on how it works? Any employee feedback ? Sent from my SM-G955U using Tapatalk

We've been looking for a new tech to help us grow recently and a topic that's come up for us is a minimum hour or weekly guarantee. I don't mind doing this at all, as I want pur techs to earn a fair and living wage. Honestly as far as I'm concerned I'd love for them to take 50% of the hourly rate including taxes - we want our employees happy and financially we'll. But I also want to be financially well, I'm concerned if I give a tech a minimum guarantee I may have productivity issues. In the same respect I'm not sure if it's acceptable to put a statement saying the minimum only applies to weeks when X amount of hours is not available or something similar. Any input? Thanks in advance! Sent from my SM-G955U using Tapatalk