Since teaming up with Elite our sales and profits have increased considerably, but better yet, we have far less stress, and really enjoy owning our business!"
Brent and Brenda O'Neal, Repair One Automotive – The Woodlands, TX
Auto Shop Management Articles
Elite's auto shop management tips provide shop owners with guidance on all facets of running a successful auto repair business. Whether you're interested in finding and hiring service advisors and technicians, bringing out the best in your employees, or you're just looking for new strategies that will put more money on your bottom line, our ethics-based auto shop management tips will deliver the answers you're looking for.
Every shop owner has a number of important responsibilities. First and foremost, they are responsible for setting the goals of the company and hiring the right people. They are also responsible for creating the plan, managing their employees and ensuring the success of the company. But there’s another major responsibility that every shop owner has, and that’s to bring ethics into every decision making process, and to let their moral compass guide them. This checklist is certainly not meant to be a complete list of all ethical considerations, but I feel this will give you a good starter-list to consider, and hopefully review with all of your employees.
I’m sure you’ll agree that when it comes to hiring techs and advisors, you need to have a really good system in place. Otherwise, you will hire the wrong people, and will soon regret your decision. It’s a mistake we have all made. Although there is no fool-proof way to ensure you are hiring the superstars you are looking for, we can learn from some of the most successful companies in America that utilize tests and assessments to better ensure their success. Here are three that we believe in at Elite:
In the world of auto repair, one thing is for certain: Every shop in your community has their eye on your customers. So in order to keep your customers, there are a number of things you will need to do. Here are 6 tips that will bring you amazing results:
1) Complete & Thorough Inspections - Always use the "100% Rule": "100% Of Your Customers - Need to Know 100% of The Time - 100% of What is Wrong With Their Vehicle". It is our obligation as automotive professionals to always...
Most shop owners begin their careers as technicians, and eventually buy their first shop. These are often the people that feel they own a business, when in reality, it’s the furthest from the truth. Consider this…
Lets face it, a week can't go by without a technician comeback or a customer service issue. Mistakes will happen, there's no avoiding them. Obviously you need to put systems and procedures in place to reduce the chances of mistakes occurring, but the truth is everyone at one time or another will drop the ball...
There are many advantages to having your technicians on a performance-based pay program (flat rate, bonuses based on productivity, etc.), rather than a fixed hourly rate. Unfortunately, many shop owners are afraid to take the leap and convert to these performance-based programs. Although there are many reasons why these shop owners are hesitant, the most common reason we hear at Elite is that they feel their techs are accustomed to receiving a predictable amount in their paycheck every week, and if they were to even remotely suggest a change in pay, they would run the risk of losing those techs. If you are one of those shop owners that has been hesitant to convert your techs to performance-based pay in the past, then this article is perfect for you
We all know it’s getting harder and harder to find the superstar techs, but finding those stars is just the beginning. Once found, you need to interview them like a seasoned pro. Here are some interviewing tips that we share with our Elite Coaching clients:
#1. Impress the applicant with your professionalism. When you are interviewing a real superstar, they will be interviewing you at the same time...
Many company leaders believe that offering higher pay than the competition is enough to attract and retain the best people. However, many studies suggest something different: We have to find a way to tap into the deeper motivational needs of our staff if we want to create and keep the stars!
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