Joe Marconi

16 hours ago, bantar said:

My first reaction is hoping that he didn't also see MY resume on Indeed!!!   🥸

Depends.   If you were ready for him to leave, do nothing.  If you wanted him to stay, you should be on this yesterday.   Technician Resumes don't stay posted on Indeed for long.  It might be recoverable if you are quick.   There's a chance that they are just checking their pay competitiveness and are ready to hit you up for a raise.   Any other reason, one would hope that you already know why.  Can you fix that problem?  It's proving to be serious enough to have him leave.

If it's pay, time to raise your rates and pay him more.  Don't want to be penny-wise and pound-foolish.

You make great points!  There could be underlying problems why the employee posted on Indeed.  Perhaps, as business owners, we should be more in tune with the hearts and minds of our employees?

According to the Internal Revenue Service, 22 EVs now qualify for IRC Section 30D tax credits, down from 41

By NADA

Tysons, Va.—On April 19, the Treasury Department added the Volkswagen ID.4 to the list of vehicles qualifying for the full $7,500 tax credit.

On April 18, the number of battery electric vehicles (BEVs) and plug-in hybrid electric vehicles (PHEVs) eligible for an Internal Revenue Code (IRC) Section 30D tax credit shrank considerably. According to the Internal Revenue Service, 22 EVs now qualify for IRC Section 30D tax credits, down from 41. Of these, 14 qualify for the full $7,500 credit and 8 for $3,750.

Qualifying for the full $7,500 credit:

1. Cadillac Lyriq EV (2023-2024)
2. Chevrolet Blazer EV (2024)
3. Chevrolet Bolt EUV (2022-2023)
4. Chevrolet Bolt EV (2022-2023)
5. Chevrolet Equinox EV (2024)
6. Chevrolet Silverado EV (2024)
7. Ford F-150 Lightning, standard range (2022-2023)
8. Ford F-150 Lightning, extended range (2022-2023)
9. Tesla Model 3, performance (2022-2023)
10. Tesla Model Y, all-wheel drive (2022-2023)
11. Tesla Model Y, long-range (2022-2023)
12. Tesla Model Y, performance (2022-2023)
13. Chrysler Pacifica PHEV (2022-2023)
14. Lincoln Aviator Grand Touring PHEV (2022-2023)

Qualifying for $3,750 credit:

1. Ford E-Transit (2022-2023)
2. Ford Mustang Mach-E, standard range (2022-2023)
3. Ford Mustang Mach-E, extended range (2022-2023)
4. Tesla Model 3, standard range rear-wheel drive (2022-2023)
5. Ford Escape PHEV (2022-2023)
6. Jeep Grand Cherokee PHEV 4xe (2022-2023)
7. Jeep Wrangler PHEV 4xe (2022-2023)
8. Lincoln Corsair Grand Touring PHEV (2022-2023)

The Department of Energy has a tool on fueleconomy.gov that provides a table of all Section 30D qualifying make/models/variants. There are two search categories or, as the site calls them, “Purchase Scenarios”: One for vehicles placed in service between December 31, 2022, and April 17, 2023, and one for vehicles placed in service on or after April 18, 2023.

Notably, most EV make/models potentially qualify for an IRC Section 45W tax credit (the credit for vehicles used for business purposes) if sold to commercial customer-taxpayers. This includes leasing companies intending to lease the vehicle to commercial or noncommercial customers.

Source. Motor Magazine 

27 minutes ago, carmcapriotto said:

Thanks, Joe, for your comments and support at Auto Shop Owner. I keep finding that common sense is missing in many decisions. Just one idea ... when you are working with your team and looking for buy-in on an idea or a change, wouldn't it be nice to ask your team, 'does this make sense?'; then sit back and listen without comment. A monumental learning moment, and your team will appreciate that you involved them and that you are driving common sense ideas and decisions.

Agree, Carm! There is so much to gain with that type of conversation.  It's why God gave us Two Ears, two eyes and only one mouth.  

Carm, this is so basic but yet so profound.  As leaders we cannot have all the answers. Their is a wealth of knowledge just around us each and every day!  Listen and Learn. 

Another great podcast, and essential listening for all shop owners and managers! 

This is a real life issue, and I hear it often.  You are on Indeed looking for resumes and see that your top tech recently posted his resume.

What's your next move? Confront the tech?  Ignore it? Or what?

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19 hours ago, Hands On said:

A wise man once told me if you can not make your money Monday thru Friday, you are doing something wrong.   I found the people that would "show up" on a Saturday were usually people that could not afford to have their car well maintained.  I do take calls after hours and on weekends. If someone calls and they push 2 to leave a message, that goes right to my cell phone. If they push 1 and get my voicemail, I get an email that I can choose to respond to , or not.

It sounds like you have a good process in place.  I think many shop owners have a fear to close on Saturdays. Will customers go to another shop? 

This is a decision that has to be made by the shop owner. 

One thing, there are some people that truly have a hard time to get their car in for service during the week.  Also, breakdowns can't be scheduled.  I am playing devil's advocate, obviously. But these are things to consider. 

15 hours ago, pfseeley442 said:

My two cents: The last couple of years were an anomaly. There were a lot of items that contributed to a couple of great years for us. Lack of cars to purchase, extra money from the government, etc. This year will be different , people are paying huge electric, heat and food bills. We as business owners need to adjust accordingly. I believe we will still see good car counts but lower ARO's. We really need to keep an eye on our profit margins. We need to hold the line and stay profitable to stay in business.

I tend to agree with you. Many shops benefited from the right conditions coming out of COVID.  There is still opportunity, but we must not get complacent and continue to provide value for our customers, take care of employees, and understand the numbers to stay profitable. 

From what I am hearing around the country, the past two years has been a whirlwind for shop owners. Not only has been a challenge to find quality employees, the concern is also retaining the employees we have now.  Many have enhanced their pay plans and benefits packages. 

What have you done, if anything, the past year or so, to enhance your pay plans and benefits. 

In my 41 years in business, I was open Saturdays. Up until the 1990s, it was a full day. That was a time when cars broke down a lot! Eventually we settle on  a half day for Saturdays, usually ending the day at 1pm to 2pm.  

Today it appears that most shops are not open on Saturdays, and many are considering a four-day work week. Some shops are open 4 days, while others are open 5 days, and rotate employees with a 4-day schedule of extended hours.

SO, are you in favor of (or not) opening up Saturdays, and Why? And/or are you considering a 4-day work week? 

Another Great podcast, and highly recommend for all shop owners!

Let me add one thing. First, I do agree with you 100%.  When I was in business, my shuttle driver held a very important position, and actually helped to build relationships with customers. 

With that said, so was the person who cleaned the shop, the bathrooms and the entire facility. 

I guess what I am trying to say is that shop owners need to treat every position in their company as a key position. Making everyone feeling good about themselves, and help to promote the customer experience.

Great post!

1 hour ago, Transmission Repair said:

When we were young, we had 20/20 vision.  Somewhere around the age of 40, our vision unknowingly began to deteriorate.  It’s such a subtle change it goes on with little to no obvious signs.  Just the thought of wearing glasses is very uncomfortable to me.  It makes me think I’m getting old.  Not everyone can afford an eye exam and glasses, either.

 

I’ve been wearing glasses for the last 27 years.  I’ve noticed a gradual decline in my eyesight for those 27 years because every year, a new prescription gets a little bit stronger.  But that’s OK because I still have 20/20 vision with my glasses.  Without them, my eyesight is really poor.

 

I once had a middle-aged builder who would miss little things like bad bushings, thrust washers, and ring lands.  It finally dawned on me one day that I never saw this middle-aged builder with glasses.  He had none.   One day I offered to take him to Costco for their $1.50 hot dog and a drink.  My ulterior motive was to get his eyes examined and get him fitted for glasses.

 

It worked.  He already knew his eyesight was poor yet chose to do nothing about it.  Here I was footing the bill.  For a mere $125, he got his eyes examined and a new pair of glasses.  The best investment a shop owner could invest in… their staff.

 

The moral of the story is to have any employee 40 or older get their eyes examined.  It doesn’t cost an arm and a leg.  You’ll also have fewer warranty jobs as a result.

Great topic. I remember being stubborn too, and told my self that I would hold out until I was 50 before wearing reading glasses.  How foolish.  At 48 I gave in. 

Employees today will disengage if they don’t feel valued.

by Joe Marconi: Quiet Quitting: New Phrase, Old Problem - Featured in Ratchet and Wrench Magazine 

Some people go to work each day with great enthusiasm and believe they can change the world. But then, others anticipate each workday with feelings of despair. These employees do the bare minimum; just enough to keep their jobs and go unnoticed. They are called quiet quitters. 

While quiet quitting may be the latest catchphrase, it's not a new workplace disorder. We've called them disgruntled, disengaged and even toxic in the past. But who's responsible for this behavior? Is it the employee? Or is there a deeper problem brewing in the workplace?  

Work has Evolved 

As a young technician in the mid-1970s, the shop owner was typically at the top of the pinnacle. It was common back then for a boss to run his company with the mindset, "my way or the highway." Was it wrong? Perhaps. Thinking back, I don't think we clearly understood or appreciated the role we played in the workplace or how we fit into the company's structure. We accepted things the way they were, unlike employees today. I also believe we felt we couldn't change how things were.  

Employees Want Accountable Leaders 

Lack of trust in leadership is another factor in quiet quitting. Shop owners and managers must communicate what their employees can expect from management and not only what management expects from them. Consistency in the message and following through on promises contribute to workplace morale. After all, if you can't trust the message, you will not trust the messenger.  

Some people will excel in any work environment. However, they are the exception, not the rule. If you want a team of employees where everyone is pulling in the right direction, you should consider the needs and opinions of your employees.     

If you are concerned that understanding your employee's point of view and acting on it is giving up control of your company, don't be. Earlier, I referred to shop owners from years back. Most of them had a good business but not a great business. The reason was that they were the business. Growth was difficult because it was dependent mainly on their abilities and talents. This one fact alone causes a business to plateau. However, when a business combines different points of view and strategies from the team, greater growth is possible.  

Start Within 

Lastly, there will always be employees who won't be happy no matter what you do. If you are confident that you have done all you can to help a quiet quitter, the only hope at that point is for the employee to look within themselves, which may be difficult for most people. Instead, focus more on what you can do. Look within yourself to ensure you are doing everything possible to create an amazing employee experience. Your goal must be to create happy employees. We've all heard the expression, "happy employees create happy customers." Well, they create happy employers, too.  

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Many auto repair shops are still busy, and many are booked out from a few days to weeks.  After the initial shock of Covid, the recovery for our independent auto repair industry has been quite good, with many positive indicators for the future.

However, how many of the auto repair shops that did suffer a great loss in business during the lockdown phase of Covid would have survived if not for the SBA loans, the Pay Protection Program and the Employee Retention Credit?  

Building a cash reserve is crucial to prepare yourself for the next economic downturn.  How much should you set aside?  That depends on your business model, how much debt you have and other financial conditions.  Speak to your accountant, financial advisor and business coach, if you have one. 

Rule of thumb, you should have at least three months of operating expenses set aside in a dedicated bank account.  Some accountants and financial advisors may suggest up to six months. 

Military Veterans are structured, understand the team concept, and also have leadership skills. Many of them were trusted with multi-million equipment. While many of their skills may not transferrable,  many are looking at life after the military and are seeking careers in the trades.  We should offer them opportunity. Also, we should consider veterans in other positions in addition to tech: service advisors, managers, office personnel, etc. 

Below are two websites for more information:

https://www.dol.gov/agencies/eta/employers/workforce-development-solutions

One key role of the public workforce system is to help businesses find the qualified workers they need. As a business, you will find an impressive array of screening and referral tools available. Depending on the capabilities and priorities of the local area, the services may include electronic job orders and job fairs, use of private interview space, background checks and customized screening, and regular referrals of qualified candidates.

https://www.esgr.mil/

ESGR understands the unique talents and skill set Guard and Reserve Service members can bring to the civilian workforce. To make this arrangement work, both parties must be aware of their rights and responsibilities under the Uniformed Services Employment and Reemployment Rights Act (USERRA). Learn more.

1 hour ago, DUFRESNES said:

Joe, I have chatted 2 times and called.  That's just the way it is, they say.. There has to be another answer.  We also Pay RO Writer $469 monthly and Back office for doing the merge of RO Writer to QB

That is hard to accept.  I feel for you. You may not know, but I recently sold my company, so I am not up to date with QB. I did use them for probably 20 years or so.  Let me do a little digging to see if I can find out more info.  

23 minutes ago, DUFRESNES said:

I am fuming!   January I paid $504 for QB payroll renewal for 2023.  I just got an email saying they were going to charge $559. April 6 for 2023 QB.  Then they charge according to how many employees we have.  This come to over 1183 per year.  We have RO Writer  and pay them monthly that goes to the Back office, we pay them and then it dumps into QB.  There must be a better way.  Tell me what you are using for payroll and Bookkeeping.    Tell me there must be a better way.

That is hard to believe from QB! I don't blame you for being upset.  There are no other options?  Have you tried to reach out to them?  I know the past few years they have been a growing company, and not the same company that I first started with them, years back. 

As an "old timer" who got his start during the muscle car era, this is hard to accept. Am I too sensitive? 

The Associated Press covered some of the driveway mechanics and enthusiasts who are converting classic cars into electric restomods.

This includes some business owners like Sean Moudry, co-owner of InspireEV near Denver. He recently restored a 1965 Ford Mustang with an electric powertrain. The project cost upwards of $100,000.

Read the article in Ratchet and Wrench:

https://www.ratchetandwrench.com/site-placement/latest-news/article/11461897/ev-restorations-booming

Great tips, and great advice!

10 hours ago, carmcapriotto said:

Thanks, Joe. We sometimes need a wake-up call that things may happen and if they do what is the plan? Three great stories of survival and teamwork.

I agree, and everyone has a story. Either something happened to them, or a loved one.  Some day over a glass of wine, I will tell my story. 

There are many benefits to growing a company so that it runs smoothly and efficiently without the shop owner.  Building systems and procedures to get the entire team on the same page is essential to any successful business. In addition, an auto repair shop will grow more successful, and worth more if  the shop owner, is not needed in the day-to day operations.

However, the question is: Should you become an absentee owner?  This is not an easy question to answer, since it really depends on the size of your shop, your role in the business and how you feel about your business. For example, if you run a 4-bay shop, with four employees, that is vastly different from a company that has three locations with 25 employees. And also, you may really enjoy going to work and being involved. 

The bottom line is this: Build your company so that it can run without you, but know when to step back in when needed. Great leaders know when to get out of the way, and when to step back in and make course corrections.  Ultimately, your business is your business, and the responsibility for its success rests largely on your shoulders.