Once you hire an A-player, you must continuously develop them and ensure that all your employees work together as a team and remain happy to prevent them from leaving; otherwise, you'll never achieve the freedom you're seeking. That’s why we have partnered up with some industry leaders to put on the Repair Shop Growth Systems Live event May 31-June 2. It’s a 3-day event in Mt. Arlington, NJ with top-level networking, world-class speakers, shop owner masterminds and deep dives into the following areas: · DAY 1 – ATTRACT – how to market your shop effectively so you attract a constant flow of high quality employees · DAY 2 – GROW – how to develop your employees into high-performing, self-managing teams. · DAY 3 – RETAIN – how to close the revolving door so your rock stars don’t get poached. No matter where you are stuck (Attracting / Growing / Retaining), you will walk away from this event with the answers you need to hit your stretch goals this year and move up to the next level. Our goal is to provide you with 100 times the value of your ticket. With the right staff in place, you gain freedom—and you can't put a price on that. The event is coming up quickly so please look at the site now before it gets lost in the shuffle. Here’s the link: https://www.repairshopgrowthsystems.com/ Where are you stuck the most? Attracting, Growing, or Retaining? Let us know in the comments!

Over the years, I’ve seen shops with low employee turnover do some things in common… - Regularly review and adjust salaries and benefits so they remain competitive. - Offer clear career progression and advancement opportunities. - Recognize and reward hard work and achievements. - Develop personal and professional improvement programs for employees. - Encourage innovation and input from all team members. - Create a fun and engaging workplace that appeals to all ages. - Maintain reasonable work expectations and work-life balance. Always remember: When your business looks out for your employees, your employees will look out for your business. It’s basic human nature.

“Chris, why do techs keep ghosting me after the first phone call?” My answer? “Did you ask the tech what’s going on that has them looking for a new shop right now? Did you ask them where they want to be personally and professionally in 5 years? Did you talk about what you do differently that guarantees they won’t have the same frustrations they are having with their current shop? Did you talk about what you do for your employees to make sure they stay on track and hit their personal and professional goals?” This is how you show you care. When someone who cares about you calls, do you get back to them? Techs are humans too.

Ever heard of passive recruiting? It's a game-changer in the hunt for top talent. Here's the scoop: Potential candidates are quietly observing your shop's social media pages, sizing up if your shop could be their next workplace. What they see – from your culture to how you treat your team – matters more than you think. So, it's time to put your social media to work beyond just marketing. Think of it as your fishing line in the vast ocean of talent. Here's how to reel them in: ✅ Post Regularly: Keep your platforms buzzing with updates about day-to-day operations, milestones, and community involvement. ✅ Show, Don't Just Tell: Share photos and videos that capture the spirit of your team and the professionalism of your workplace. ✅ Stay Consistent: Even if you don't see immediate results, keep at it. Every post shapes your shop's image in the eyes of potential hires. Remember, you never know when a top-notch tech might be ready to make a move. Be the shop that's top of mind when that moment arrives.

Be a good leader. 1. Have a clear and compelling mission statement and vision for your business that employees can buy into and be a part of. 2. Have clearly defined position descriptions for each role. 3. Have a defined onboarding process that brings new employees in comfortably, shows them the ropes and makes them feel like part of the team. 4. Have regular 1-on-1 meetings with team members so they always know where they stand. (Bonus points if you help keep them accountable for personal and life goals too.) 5. Make sure that team member's lives work inside and outside of the shop with personal and professional development opportunities. A-players want to be part of a team filled with other A-players that’s led by an A-player. It takes one to lead one.