What one shop learned when they finally asked their best technician why he was really leaving. I just talked with a frustrated shop owner who lost a promising tech to the oldest trick in the dealer playbook. "We'll send you to factory training!" they promised. "Think of your career growth!" Here's the kicker - after 15 years of working with this Honda dealer, my client knows those training promises will mysteriously vanish once the tech is locked into their system. But the real lesson isn't about dealer tactics. It's about what makes good techs fall for these empty promises in the first place. This tech didn't leave because the shop failed him. He left because he didn't understand the valuable growth opportunity he already had: - Real diagnostic experience (not parts swapping) - Diverse repair challenges - Direct mentorship - True skill development - A family-owned culture where his ideas are valued and a whole team has his back Independent shops often have better personal and professional growth opportunities than dealers, but they struggle to communicate this effectively. Don't let your techs learn the hard way that the grass isn't always greener. Make sure they understand the growth path beneath their feet in your shop before someone else sells them a false one.

Did you know that some of the best hires come from your current team? Employee referral programs are a powerful way to attract high-quality technicians who are more likely to align with your shop’s culture and stick around for the long haul. 1. Cultural Fit: When your techs refer someone, they’re more likely to recommend people they know will fit in with your shop’s culture. This helps you bring in talent that meshes well with the team, which leads to higher retention rates. 2. Trusted Recommendations: Technicians in the field often know other techs who are experienced, motivated, and looking for a better opportunity. An employee referral program incentivizes your team to reach out to their network and bring in quality candidates. 3. Incentivize Loyalty: Offer a referral bonus that rewards your employees not just when their referral is hired, but after they stay with the company for a certain amount of time. This ensures they’ll refer candidates who are in it for the long run. Pro Tip: Promote the referral program internally and make it clear that you trust your team’s judgment when it comes to bringing in new hires. After all, nobody knows the job and the shop environment better than the people already working there! Do you have an employee referral program in place? Let us know how it’s working for you in the comments!

Today, I want to talk about something that might be hitting close to home for many of you: losing good staff to competitors who promise the moon and the stars. Just last week, I was chatting with a shop owner client. She was frustrated because her newly hired tech was leaving for a Honda dealership that promised factory training and career advancement. Sound familiar? Her words stuck with me: "I know this dealership well, I know they are full of it. But he thinks they are telling the truth." It's a story I've heard countless times in my 6 years working with 145 independent repair shops across the US and Canada. The grass always seems greener on the other side, especially to younger techs who haven't yet learned that some promises are too good to be true. But here's the kicker: This situation, as frustrating as it is, can actually work in your favor. How? Two words: Stay connected. When good employees leave, it's tempting to burn bridges. But the smartest shop owners I know do the opposite. They keep the door open and the lines of communication flowing. I know several shops that have used this strategy successfully to win back techs but here's a recent GM example that's fresh in my mind. Take Shawn Gilfillan from Automotive Magic in Kenvil, NJ. He's a master at keeping in touch with past, present, and future employees (applicants/candidates) for his two shops. In 2018, Shawn's GM left his main shop. But instead of writing him off, Shawn stayed in touch. Fast forward to today, and that same GM is back, working out great and bringing valuable experience with him. So, here's my advice: When a good employee leaves, wish them well. Then, stay in touch! Send them a text every few months. Invite them to the shop BBQ. Keep them in the loop about positive changes in your business. Why? Because often, they'll discover that the "dream job" isn't so dreamy after all. The flat rate pay structure might not pan out as promised. Working late nights and weekends is a drag.

Over the past 6+ years I've worked with hundreds of independent shop owners, and I've heard over and over about the challenges of attracting, developing and retaining top talent. That's why I'm excited to invite you to a special webinar tomorrow that could be the turning point for your shop. Imagine having a high-performing, self-managing team that allows you to step away from day-to-day operations and focus on growing your business. Sound too good to be true? It's not. Join Technician Find Community member @Shawn Gilfillan tomorrow at 1pm Eastern for the High Performance Teams (HPT) Overview webinar, where you'll discover how to transform your auto repair shop using proven Fortune 500 team-building strategies. In just one hour, you'll learn: - The secrets to developing your managers into strong, effective leaders - How to create a cohesive team culture that drives success - Strategies for improving communication between the front and back of the house - The framework for building a self-managing team that frees you to become an absentee owner This isn't just another generic training program. HPT is designed specifically for independent auto repair shops, with a focus on practical, real-world application. As a special bonus for attending, you'll also receive access to an exclusive resource pack filled with tools and templates to help you implement what you learn right away. Don't miss this opportunity to take your auto repair shop to the next level. Click here tomorrow at 1PM Eastern to join the webinar: https://us06web.zoom.us/j/82484674357?pwd=bmpj8v99XaqALcZ4bau3hELvfpaMMJ.1 Space is limited, so be sure to show up a few minutes early. I Shawn can't wait to share these transformative strategies with you! See you there

Picture this: You think you've found the perfect tech. They accept the job, show up for a day or two, then... poof! They vanish faster than a 10mm socket. This isn't just a one-off problem. In a recent consulting call I had with three seasoned shop owners from Canada, a troubling new employment trend came to light. Candidates are now "multi-jobbing" – accepting positions at two different shops, working a few days at each, then ghosting one employer after deciding their preference. It's next-level hiring havoc! I haven't heard of this happening down here in the States yet, but there's a simple solution that would give you the upper hand if it ever happens in your shop. The key is to transform your new hires' first few days from "meh" to "WOW!" And you do that with a structured onboarding process. Here are two game-changing books that will walk you through everything you need to know to set up a powerful onboarding process that attracts and retains top talent: 1. "Never Lose an Employee Again" by Joey Coleman 2. "All In" by Mike Michalowicz These aren't just books – they're your roadmap to: ✅ Attract top-tier talent ✅ Keep your rock stars engaged ✅ Build a high-performance dream team that sticks around Ready to turn the tables and become the shop that techs fight to work for? Grab these books and suggest them to your book club or 20 group so you can get accountability on setting up your own onboarding system. Remember: Great teams aren't born. They're onboarded. One employee at a time.