Everyone acknowledges the shortage of competent technicians, and staff in general, in this heavy duty industry, but it becomes really scary when a HD service shop can’t keep the staff it does find. When a shop can’t keep good people, it not only affects the shop’s general attitude, it affects the profitability too.
Constant personnel “replacement” is not personnel “management”.
Too much personnel replacement is not good for business. It creates a situation where too much time by the shop owner is used in a perceived negative process, rather than spending time working on the positive processes of the business that builds a client base, and profitability. If the business is not moving forward, then the fact is, it is stagnant, or moving backwards.
Consider the following:
All these are key points, and there is no doubt there are heavy duty service shops who will either agree with them, or argue it is still the employees fault anyway because “they just don’t want to work.” At this point, with statements like that, one must make an assessment as to whether this shop owner is willing to change the way he/she thinks. People are willing to work when they have something positive to be motivated about that creates the desire to work. A good starting point for management is to have a respect for the employee as an individual, and a respect for the skills that they have worked so hard to achieve. The next hint is to display pride in your “team”, and each member, openly in front of the client. If you arer not proud of your team and each member in your shop, it doesn’t say much for management’s ability; after all, who hired them, who trained them, and who pays them?
Today everyone must be willing to understand that personnel management is not a “one time meeting”, but rather a nurturing process that requires on-going discussion and understanding of points of view from both sides over a longer period of time. The over-all benefits to the business, and its bottom line, are enormous. This is truly the expression of “entrepreneurship” where the
management of the shop is leading the business, and the “employees” have a strong desire to follow.
As this sample problem has shown, if the owner is not prepared to change, then one must accept that the shop will not grow, and will actually experience serious financial difficulties, if not already there. Entrepreneurs must devote their time to the progression of their business, because they realize that their shop will be one of the few that will be here in five years, coupled with a “team” standing alongside with them. Everyone has each other’s back !!!
Take the time to learn about your employees. Express, and show, your concern for their future, and I believe you will be amazed at the positive response you will get from the better technicians/staff in the marketplace.
Taking the steps to strengthen your relationship with your employees is good business sense. Strengthen it by having open discussions about the industry, the business, and every individual’s role within the business. It does take time. It does take several meetings. It does take commitment, but the long-term rewards are great. The choice is yours.
Effective personnel management takes creative thinking. Consider that anyone who has ever taken a shower has had an idea. However, it’s only the person who gets out of the shower, dries off, and does something about it that succeeds.
If you’d like help, I’m here; it’s my specialty. Reach out and e-mail me: firstname.lastname@example.org