[J.P. Glenn]

[postquote quote=121143]

 

When talking about an interview, I think the “3 strikes and your out” works well. He had 3 strikes before it started!

#1 was showing up late

#2 was not calling when he knew he would be late (everyone has a cell phone)

#3 was not a sincerely apologizing once he did show up

#4 was not asking for the job/second chance (maybe that is the same as #3?)

The 2 most important qualities to us when looking for an employee are honesty and reliability. Most of the rest can be taught.  Of course there are many others to look at, but if I don’t feel you are 100% honest and reliable, I’m not hiring you.  Obviously this particular tech failed the reliability test in a big way.

Good luck to all those who are looking for a new hire. I hope you find the right person and make sure that you TAKE CARE OF THE GOOD ONES!

 

[J.P. Glenn]

Wow, this is an old thread!

UPDATE on who we use::

Switched to Integrity Payment Systems in 2014.  I honestly don’t recall why we left Summit, but I can tell you we never looked back.  Integrity has all of the same pros as my previous post about Summit, but they do not charge a monthly fee.  They also have a fantastic online portal for your account. This has been very useful on many occasions. Great customer service and any issues are resolved very quickly.  

I highly recommend Integrity Payment Systems and buying your own terminal. 

(please feel free to drop my name if anyone chooses to switch. As with most others, they offer to pay for referrals)

[J.P. Glenn]

I attended the VISION Hi-tech Training and Expo in Kansas City for the first time this year. It was well worth the investment and will absolutely go again next year.  I HIGHLY recommend this conference for anyone in our industry.  It has plenty of training for owner’s, s/a’s and techs.  

[J.P. Glenn]

I track these very similarly. Here is our 2014 totals:

Oil Changes – 79% Return (our shop), 7% Dealers, 5% Franchise, 6% Indie & No name stickers, 3% Quick Lube .

— or to better match yours: 32% Dealer, 29% Indie & no name stickers,, 24% Franchise, 15% Quick lube–

I started tracking this to see who our “real” competition was. I think it is a fair way to tell what other shops your customers may be comparing you to and who you may be losing customers to.

Since we are a specialty (Honda/Acura) shop I would expect these to be very different for others.

J.P. Glenn

Intercoastal Auto Service 

[J.P. Glenn]

We will be closed Thanksgiving day only,  and Christmas Eve through New Years day (and possibly that Friday).  We do this every year to do any needed building maint and/or repairs and so that everyone can spend some time with their families. 

[J.P. Glenn]

RO Writer – 6.  It does have many great features, but is  outdated as far as software goes (in my opinion).  The reporting side is good and I do like Smart eCat (but you have to pay monthly for that feature).   ROW is very “clunky” and has tons of minor issues that can make it very frustrating on a daily basis.  Support is always good, no issues there.  Training was not a strong point to say the least.  As far as I know there hasn’t been any significant updates in many many years. ROW was in the top 3 about 10 years ago, but without any updates I do not feel it is even top 5 in todays market.  I am constantly finding myself researching other programs.  They do seem to be changing the company since being bought out though. Time will tell.

[J.P. Glenn]

 

__8__ Activant

__7__ First Call

__6__ Nexpart

__9__ WorldPac

(these are the only ones we use)

[J.P. Glenn]

I would be interested as well!

intercoastalautoservice@yahoo.com

J.P. Glenn

Intercoastal Auto Service

Melbourne, FL

[J.P. Glenn]

Thanks Grant!

I think using the percentage based plan I was thinking of is probably very similar to a team style system. I was actually advised to base it on total shop numbers, not individual. I really need everyone to work together well, and not fight for the better paying jobs. Being such a small shop, I am very busy doing a little bit of everything, I do not want payroll to be complicated!

Why did you change from the team system? (or did you?)

With the bonuses, how do you figure out hourly? What has worked for you?

What are the bonuses based on? Labor and/or parts?

I think I would be inclined to try a small hourly with large potential for bonuses, with the techs really needing to hit some of the bonus to survive. I really like the idea of paying great when the work is great and we all struggle a little when things aren’t. But, what I see most of the larger shops doing is the opposite.

I know I can figure this out with the numbers I have, but every time a spend a few hours on an idea it doesn’t seem to work. Maybe tweaking someone elses plan will work better. Most of you guys have WAY more experience at this than me!

Every bit of input sure does help!! Thanks again,

J.P. Glenn

[J.P. Glenn]

I am at a point in my business where I HAVE to change the way my techs are paid. I have been strongly considering a pure percentage based pay with a guarnatee for slow weeks.

What was suggested to me was a percentage on both parts and labor. I have been very aprehensive about pulling the trigger on the plan. We are a small shop (myself, 1 “A” tech, and 1 “B-C” tech) and do not always have a full schedule. But somehow they always seem to make the work last until closing time. I need serious help in motivating them to be alot more efficient. And I know that motivation will come from their paychecks.

I do not want to go flat-rate. And I really like the idea of them making a decent paycheck when times are good, and also riding them out with me when things aren’t. I am blessed with overall steady work, but know these guys can do alot more.

Any suggestions as to what works for others ( and what hasn’t!) would be greatly appreciated.

J.P. Glenn

Intercoasstal Auto Service

[J.P. Glenn]

I have been through serveral and am happy with Summit Merchant. The best thing I ever did was to have 7-8 salesmen come in and try to sell me their processing. Every one would tell me what “the others” do to screw you. I would also let them look over the one I was most interested in at the time. Learned alot more about processing than I ever wanted to know!

I get:

*next day deposits

*NO annual fee

*$9.95 a month “statement fee” (still don’t like that one)

*acceptable charges

*free equipment repair (I chose to buy a terminal instead of renting)

*and they paid for the cancellation fee for my previous processor (that should be standard for any of them)

Hope it helps,

J.P.