Service Leaders lose; Mechanics gain, by 50%

The first hard-hitting fact: 53% of mechanics change shops every 2 years or less.

The Second hard-hitting fact: Those same Mechanics make an average wage of $59,000, carrying an average of $33,000 in debt not related to housing, supporting a minimum wage full-time spouse and 2 children.

What this means: HALF your shop is changing shops, every 18 months, for something better than you, even with the heavy weight of family and financial responsibilities on their shoulders.

That's a really scary thought!

However, it goes deeper. Let me explain.

Historically, job-hopping was the trait of folks that lacked commitment, were uninterested, unchallenged, or were always looking for greener pastures.

However, greener pastures are here in #automotive ...

"According to Forbes: staying employed at the same company for over two years on average is going to make you earn LESS over your lifetime by about 50% or MORE."

So these #mechanic folks are actually making more, statistically, long-term because they are job hopping. 

But that’s not awesome for the service shops that they are leaving. 

As #automotiveindustry Leaders, you know it takes loads of time, energy, and money to court, hire, and train a new Mechanic!

During my coaching sessions, Mechanics have admitted to me that it took them roughly 6 months to get "comfortable" with a new brand, or store, and return to or close by their "regular" production levels.

What this cost means, from a business point of view, using the Mechanics time sheets, they are producing an average of 20-40% LESS, for six months. At $100/hr and 30%, on 8 hours, that's $31,200 of production LOSS.

So, these Mechanics are leaving you, for a multitude of potential different reasons, to endure even more stress, and make more money.

All while you have to spend thousands on the hiring process, lose 30 grand in training productivity loss (or more), lose daily with an empty bay until it's filled, and hope that that new Mechanic you hire fits in the team.

Sounds like I'm just beating on you, just like these job hoppers...

I am, but, please, read just a little more for the good news, and some helpful solutions.

The good news: 13% of Mechanics stay for 11 years, or MORE.

This. This is what you as a Service Leader need to start targeting in your hiring process, your language, and your team environment.

Not "make more money than you've ever seen before".

NO ONE, and I seriously mean no Mechanic I've coached (or worked with) has said they WANT to move stores. Moving service shops for a Mechanic sucks, a lot. It's not as "easy" as packing a banker's box of personal pictures, knick-knacks and walking out.

To hire High-Value Mechanics, you need to change a few things in your day-to-day, but let's start with your hiring ads and first phone call conversation.

As a Service Leader, please STOP saying you have "competitive" wages. That's like saying "this 120-year-old house has potential" aka if you aren't a DIY'er with deep pockets, move on.

Here's an example of shite, naniTF, and Best for wage listing.

...the first two are COPIED from ads I found, today.

• Shite: LF Mechanic: $30/hr + Bonus
• WTF: Looking for Mechanics with 5-10 Years of Exp. RSE Cert is req. Will pay to relocate. $30/hr+Bonus. 2 weeks paid vacation.
• Best: Toronto CDJR is looking for a Certified Mechanic with 10 Years of experience, specifically in CDJR. 5 ASE Certifications are required. Additional Certifications in Transmissions, Diesel, Engines, and Electrical diagnostics will receive an added 1$ per hour, each. Base Pay is $30/hr. Staggered Bonuses for Productivity over 100% at 10% increments equaling $1, $3, and $5 per billed hour. Our shop's average monthly paycheck, for a 15-year tenured Mechanic, is $8700. Bereavement/sick leave, and training pay. We host monthly shop family gatherings and give to the local Timbits hockey charity (owner is a Leaf Fan...). We require everyone to TAKE their vacation time. The shop has 35 total Mechanics which includes 5 apprentices, 1 Doctor of the House, and 2 Full-Time non-production Floor Leaders. The average shop tenure, currently, is 7 years.

What ad do you think, in this market, a Mechanic, looking for a "forever home" is going to respond to, that you as a Service Leader is going to want to hire...

Next, when you are having that first conversation with a Mechanic during the phone call interview...

• Don't ask why they are leaving. It's none of your business.
• Do ask what their work aspiration is for 11 years from now.
• Don't ask what their biggest fear is. They aren't going to tell you the truth.
• Do ask what their daily leadership interaction expectation looks like.
• Don't ask what their wage expectation is. They should already know what you are paying.
• Do ask when they want to retire.

There are many more, but you should start to see a trend.

Once you've hired that High-Value Mechanic, you need to start referencing that first, exceptionally important phone conversation.

On the first day, Service Leaders, please don't ask how the move was. They know you know it sucked. Everyone knows it sucked. The mechanic is tired, sore, and likely underslept.

On the first day, say things like, "it's the last first day you're ever going to have" and "welcome to the squad".

Or things like, "I'll see you at 3 o'clock for our check-in".

The terms and phrases you used in that first conversation are vital. Why are they vital?

It shows you listened, and care. The first 2 steps to earning their trust.

Trust, it cannot be bought, it must be earned, but it can be sold...(to another store).

j.

If you as a Service Leader are having difficulty remembering those first conversations, or the other vital conversations you are having with your crew, click HERE to purchase a Service Staff Relationship Manual. It'll help you foster trust, increase shop productivity, and help keep mechanics at your store.

#powersports #mechanic #technician #coaching #jobs #jobsearch #hiring