Can Diagnostic Network Be Part of the Solution?
Diagnostic Network can be a lot of different things. We're pretty technician heavy, which is to be expected, but there are many of us that are in positions involving management.
There are a few quotes from this article that really hit a nerve.
"Half of entry-level technicians hired by dealerships and independent shops from certified auto tech programs leave within two years. If the shop environment doesn't turn them off, having to spend thousands, even tens of thousands, of dollars to provide their own work tools can. Career ladders for younger dealership techs are often undefined."
""Everybody sees profitability in the service drive as the future," says Adam Robinson, CEO of Chicago-based Hireology, which sells technology-based human resources services to dealerships and other businesses. "But nobody has changed the strategy for talent."
I suppose I'm very much preaching to the choir on this one, as it most of the training and content made available to us via internet forums and podcasts. The people that care and wish to be part of the solution are already here.
What do we do about the rest?
Matt, Lots of things to discuss here, but I believe it's a bit of a catch 22 situation overall. I am going grossly over-simplify this and say repair facilities (independent and dealership) want better retention of employees, especially employees with the requisite skill sets (repair, diagnostic, customer), but believe they can't afford to pay them accordingly. As a result of lack of pay and a
Admittedly I haven't changed jobs much in my career. Here is my list. 89-94 Independent Tire shop while I went to college and then 3 years afterwards. (Left for dealership for money reasons) 94-95 Chevy Chrysler dealership left to go with the Manager to a Ford Dealership(money and new management didn't agree with me) 95-97 Ford Dealership Left because they went full flat rate and no Guarantee
We need to invite our colleagues to participate in things that will enlighten them. We invite them to start an account to Diag.Net where they can see what's going on outside of their small pond. We invite them to training events that often have keynotes or panel discussions. We invite them to ASA or other similar industry association chapter meetings, we invite them to listen to the Remarkable
Matt Fanslow I think Mat O’Harver hit the nail on the head, wages and management. More to the point management that doesn’t believe they can charge what they need to pay techs what they should be getting. Some shop owners/managers get it but most don’t. The ones that do are the ”unicorn” shops so many techs on various forums say they can’t find or that don’t exist. They do exist Ive worked with
It's going to take something much bigger than "us" to evolve this into a non-issue. By "us", I mean techs, managers, advisors, or owners and what not. It will take help from something that the general public will respond to. This is not a new or emerging problem. It has been a issue, that was probably there before my automotive career started in '91. There is one organization that has been
Hi Matt. I agree, the "doers" are already participating in various ways locally, if not nationally. There are familiar names wherever we turn in various forums and on committees. However, the "establishment" is still very resistant to making the desired changes to the remuneration and pay scale methods offered in this trade, even after having been identified and discussed ad nauseum. Here in
This is NOT meant to start a political discussion. However, if we move toward possible state run healthcare, I see a paradigm shift. With government stipulated compensation for MDs, they will become more of a comodity. Automotive service “techs” will become professionals. Just a thought I had........
I am going to take a shot at a counter point. I suppose that about half of the referenced entry-level technicians should not progress past that point. Most of those should have not progressed this far. Due to numerous personal reasons, they were pursuing the wrong career. A major part of this is incorrect perceptions and misguided expectations. I observe this general issue happening even in
Hi Marlin: Since you made the mistake of using the word "expectations", you're it. :) I don't disagree with anything that you wrote. I think the issue is much more pronounced and worse than many imagine though. Matt's post references a new world order of sorts, the consultant. Consultants consult. They're the purveyors of knowledge, the experts. They're the experts because they've measured
Wow! my daily spending is closest to a Gen Z.
You refer to those people as "experts", supposedly they are financial experts. Unless I missed something, the only chart that totaled correctly was the one at the bottom. If they use Excel or not I'm not inclined to listen to advice of any kind from a company like that. For their sake I hope I missed something in their article.
"Spends 70% of work time on maintenance and light repair" Aside from the types of things mentioned, the above point stands out. I think it merits some reflection.
Hi Jim: Do you mean like BLS stating about techs: "and they typically work in well-ventilated and well-lit repair shops."? As you know, lots of things get stated without any factual basis. I'm going to reply to someone else. The reply should illustrate the disconnect. Perception or reality? Guido
Matt, In reading the comments so far I see some problems loud and clear. Potentials are coming into the industry that do not have the aptitude for assigned tasks. Usually thrown to us because they are not intellectuals. Many of us find that management devalues our worth to a point where we are not able to make a decent living. There are other skilled vocations that the pay and benefits are
A 50% loss rate may seem high, but you'd have to compare it to other industries to determine (with any accuracy) if it's an industry-specific problem or just normal attrition. After all, something like less than 30% of college graduates choose careers related to their majors. PS - I'd kill to work only 42.5 hours a week!