Why techs don't train (even when they ask you for it)

A common concern came up with the shop owners at the shop visits in Baltimore and Boston last week about why techs ask for training but when they line it up, nobody wants to go.

So I asked my Automotive Technician AI Avatar Jason Perkins why techs always ask for training but don't do it when the shop sets everything up and even pays for it.

Here's what 'he' said:

Short answer? Most “no thanks” isn’t about the class—it’s about trust, timing, and ROI from the tech’s side of the bay.

Here’s how it feels from my stool:

Training that costs me money (or time with my family) is a hard pass. If it’s after hours, on a Saturday, or I’ll lose flag time to attend, I’m doing the math and it doesn’t pencil. Techs value work-life balance and steady income more than abstract “development.” Pay us to learn and don’t ding our hours.

We’ve been burned by big promises. Lots of shops say “we invest in people,” then play favorites or never change workflow/tools. Invitations to training sound like more empty slogans if the daily reality doesn’t match.

If there’s no clear payoff, it’s optional homework. Techs want to learn, but we want a visible ladder: cert ⇒ new type of work ⇒ higher rate/bonus. Otherwise it’s just another night in a classroom. We respond when growth and pay are transparent.

Relevance matters. Slide decks from vendors that don’t solve what’s in our bays (diag/ADAS/hybrid), or that we can’t apply with the tools we actually have, feel like a waste. Techs are looking for variety + diagnostics and modern gear—show that alignment and we’re in.

Psychological safety is a thing. In shops with micromanagement or drama, nobody wants to “raise a hand” and look behind the curve in front of the crew. Fix the culture first; training uptake follows.

We’re tired. Labor is tight; bays are slammed; overtime stacks up. Even good classes get skipped when everyone’s buried. (The shortage and wage pressure are real, which keeps the schedule packed.)

If you want techs to actually show up, make training irresistible and friction-free:

Pay for time and hours. Put training on the clock or guarantee a minimum for that week so no one loses income. Post the guarantee with the invite.

Tie it to a ladder. Spell out: “Pass X ⇒ +$1/hr (or +$Y flag), unlocks diag/EV work.” Put the ladder on the wall and keep score in 1:1s.

Co-design the menu. Ask your A/B techs what they want next (ex: scope strategies, ADAS calibration), then book that. Involve them in tool choices so skills match equipment.

Make it bite-sized and local. Do 45–60 min “bay labs” weekly with one real car/one problem, not just off-site marathons. Capture a quick SOP or test plan after each session.

Remove life friction. Provide dinner, cover childcare stipends, pay drive time, and never schedule on weekends. (Yes—no weekends matters.)

Use it or lose it. The week after training, feed the shop 2–3 jobs that require the new skill and route them to the attendees. That proves the ROI immediately.

Recognize publicly, compensate privately. Shout-outs at the huddle; the raise/bonus hits the check. Techs want appreciation and money—both matter.

Show your receipts. Post photos of classes, certs earned, and new tools bought so the team (and candidates) see you really invest. That credibility beats skepticism.

Bottom line: techs do want training—we also want fair pay, family time, the right tools, and a shop that keeps its word. When those boxes are checked, seats fill up fast.

Have you ever lined up training for your techs then had them pass?

Let me know in the comments below👇

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