Quantcast
Jump to content


Joe Marconi

Management
 View Profile  See their activity

  • Posts

    4,880

  • Joined

  • Last visited

  • Days Won

    451

 Content Type 

Blog Entries posted by Joe Marconi

  5. Joe Marconi

    Are Your Employee Pay Plans Legal?

    By Joe Marconi,


    Employee Retention
    As an auto shop owner and a business development coach, I know from experience that there are countless ways to create employee pay plans. From hourly, flat-rate, salary, incentive-based, performance-based, team bonuses, profit sharing, on and on and on. However, the question is: are your pay plans legal? 
    To complicate matters, overtime and minimum wage laws differ from state to state and may vary from county to county within a state.  Wage and hour laws are ever-changing too.  
    Here’s my advice to shop owners: Consider hiring a wage and hour labor attorney or retain a human resource company specializing in wage and hour regulations to review your employee pay plans. You cannot leave it to chance. All it takes is one disgruntle employee to make a claim against you, and your life could be hell.  You should also have your pay plans reviewed every few years and any time you change the details of a plan.
    Effective pay plans can considerably benefit your auto repair shop and incentivize your employees to reach their goals and company goals. In addition, great pay plans can help retain valuable employees.
    Protect yourself, your business, and your employees – Ensure your employee pay plans are compliant with federal, state, and local laws and regulations.
  7. Joe Marconi

    Before You Give Pay Raises, Consider This!

    By Joe Marconi,


    Employee Retention
    It appears that no matter where you go these days, repair shops are looking to hire. However, shop owners also don’t want to lose the people they have now. And many of them are considering giving pay raises as a way to retain employees. This is not a bad idea, especially if your pay plans are outdated and not competitive with the current market. However, before you give out pay raises, there are things to consider.
    First, have you done a complete review of your labor and part profit margins to support the raises?  If you are not sure, consult your accountant or business coach. Increases in wages must be in line with what your company can afford.  Adjustments to prices, labor rates, part margins, and production may be needed to finance those pay increases.
    Another important thing to consider is why employees leave in the first place. While money is a factor, especially with high inflation, it’s not the main reason employees quit their jobs. Most people leave their jobs because they are unhappy with their boss or manager.
    To sum up: before you give out pay raises, make sure your company can support the increase in payroll and, equally important, create a workplace environment that gives your employees reasons to stay.
  9. Joe Marconi

    Why Your Employees May be Looking to Quit

    By Joe Marconi,


    Employee Retention
    I don’t think there’s an auto repair shop in the country these days not looking to hire. At the top of the list is finding qualified technicians. However, while auto repair shop owners may be on the hunt for new workers, they shouldn’t forget the people they employ now.
    A recent Gallup poll found that while job seekers consider pay compensation and benefits package their primary consideration, it isn’t why many employees feel disengaged at work and may be looking to quit.
    A recent Gallup poll revealed these three main reasons why employees are disengaged at work:
    Not seeing opportunities for development Not feeling connected to the company’s purpose Not having strong relationships at work Shop owners, study the above bullet points and think about what you can do to get ahead of any employee who feels disengaged at work and may be looking over the fence for greener grass. Create a work environment where people feel wanted, praised, and recognized for their work. 
    Make sure your employees feel connected to the company’s goals, vision, purpose, and mission.  Lastly, build a career path for your employees that combines the needs of the business with the future goals of the individual.
    What it comes down to is culture.  A strong workplace environment with high morale and the right culture will send a strong message to your employees and go a long way in helping to retain key employees.  
  13. Joe Marconi
    While the United Auto Worker’s strike may be over, this won’t be the last time Detroit will hear from the UAW. As a result of the contract agreement, the Big Three (General Motors, Ford, and Stellantis) will now have to find ways to pay for the increases in wages and benefits, which are estimated that it will add $850 to $900 to each vehicle produced.
    Putting politics aside, the effects of this strike are far-reaching, with no clear winner. Here’s a quote from UAW President Shawn Fain, “We wholeheartedly believe that our strike squeezed every last dime out of General Motors.” Can you imagine your technician or service advisor saying that about you after a performance review?
    While the UAW is taking a victory lap, the Big Three will not just roll over without making key changes. No doubt, we will all pay more for new cars, and perhaps used vehicles too. Plus, even though many car companies don’t have union workers, the consequences of this contract agreement will impact the entire auto industry.
    But, enough about the UAW and The Big Three. Let’s focus on some of the lessons that many large corporations don’t seem to ever learn. At the heart of this strike is the relationship between big corporations and rank-and-file workers. As companies grow, they sometimes lose touch with their employees. All too often, the focus on profits, instead of people, becomes the main driver for decisions, and unfortunately, employees are sometimes used as pawns.
    Let’s be clear, I am not supporting the UAW, the union workers or the Big Three. There are problems on all sides. However, we need to understand that the power of the unions can only happen when management moves in a direction that the employees feel is unstainable. Which is a direct result of poor leadership.
    Here’s the biggest takeaway; as you grow your company, maintain the culture that has laid the groundwork for where you are today. Never forget about the people who come to work with you each day. Continue to create strong relationships with your employees. Continue to treat them with respect and find ways to pay them the salary you would work for and a benefits package you would want. I know everyone reading this knows all this, and in fact, I have more faith in you as a shop owner and your company’s future than I do in the Big Three.
    Perhaps The Big Three should take lessons from Auto Shop Owners!

Main Sections

More Sections

Discussion Forums

×
×
  • Create New...