Changing Your Image… as an Employer “If the shop’s doing well,
your employees are at least partially responsible for it. They should share in those profits.”
themselves, and, since you supported that training, they feel better about you. Don’t forget training’s first cousin, certification. That
certification doesn’t just improve moral; it’s also a terrific sales tool for showing your customers that your technicians are competent and professional. And by displaying those cer- tifications, you’re showing your technicians that you’re proud of their accomplishments. It’s a terrific boost for everyone. So don’t just support their desire to certify; pay for it.
And maybe even offer a reward for certification: a bonus or pay bump says a lot, and it’s a great way to improve moral and foster a professional attitude. You do that and you can be sure that no one will be looking to take their new knowledge elsewhere. 4. Get Their Input — Your employees are intelligent people; at least, they should be. Some of the smartest, most
inventive folks I’ve ever known have been auto mechanics. Take advantage of that intellect: get their input on how to improve your shop, both for profitability and employee moral. Start with weekly “standup” meetings: meetings where
everyone remains standing to keep things short and concise. This isn’t where you lay down the law or scold someone: Save that for behind closed doors. This is where you find out how things are going, and where you can make improvements. You may not get much input right away, but keep at it;
over time you’ll start getting more participation. And if you implement some of those ideas, you’ll be surprised at how well everyone responds. I once worked at a shop where the boss took everyone
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out for dinner about four times a year. A nice dinner, at a good restaurant. Back then — over 30 years ago — he’d easily drop $150 or more for the four of us. It was a lot of money, but it made a real difference in the relationship between us… and it certainly carried over into our work. 5. Pay Fair — People don’t like to leave a job over pay,
but that doesn’t mean they won’t. Find out what other shops in your area are paying their technicians. If your salaries are comparable, they’ll have no reason to move on because of pay.
And don’t forget benefits: medical insurance, paid holi-
days, vacation… all pretty much de rigueur these days. Consider bonuses: If the shop’s doing well, your employ-
ees are at least partially responsible for it. They should share in those profits. In addition, consider bonuses for special service: an idea that earned additional profits or an employee who went above and beyond for the shop. Those extra thanks don’t have to be huge, but they make an enormous statement about your approval… and your respect. These are just a few ideas to get you started. No doubt,
you’ll probably think of others along the way. But no matter what changes you begin to implement, remember that they need to reinforce one underlying message: respect. Make that clear and you won’t have to worry about finding new techni- cians very often.
GEARS August 2012
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