The number one reason employees leave companies is because of their manager, not their job. With that being said, owners/managers have to be doing everything they can to recruit and retain technicians.
We hosted a roundtable with three amazing owners/managers to discuss how they build and foster relationships with technicians in their shops. Watch the full recording or read the highlights below.
Watch the Full Roundtable
Highlights from The Role of Management in Technician Recruitment & Retention Roundtable
- Jay Goninen, Co-Founder & President, WrenchWay
- Tim Winkler, President & CEO, VIP Tires & Service
- Duke Fancher, VP of Aftermarket, Lonestar Truck Group/TAG
- Paul Esse, Parts and Service Director, Zimbrick
Recruiting New Technicians
- The number one way to get key employees is through employee referrals with bonus programs. If technicians are working for a great shop, they’ll want friends and family to be there.
- Some of the best strategies a shop can use to get in front of young technicians is by posting on social media and partnering with local high schools and tech colleges.
- Build a people-focused business. Let the shop culture speak for itself. If technicians love working there, it will show when recruiting new technicians.
- Have a system in place when it comes to recruiting technicians. Create folders filled with all the information a candidate needs to know about the shop.
- Don’t be afraid to try strategies that are a little bit different. Everyone is looking for technicians right now. Find new avenues to attract high quality technicians.
- Build a career path for technicians. Show them the opportunities and future they could have in the shop once they start working there.
How To Retain Technicians
- Take a proactive approach to listen to the technicians in the shop. If there is something technicians think could be improved, listen and adjust.
- Give employees a voice on what is going on in the company. Provide technicians with an annual survey where they can openly give feedback about what they love and don’t love about their job.
- Meet with every single technician face-to-face. Ask them how you can make the shop better so technicians can come in everyday with a smile on their face loving their job.
- As an owner/manager, be able to look in the mirror and see the opportunities and areas for improvement.
- Sometimes it’s all about the little things owners/managers can do for a technician that will go a long way. Including providing a company lunch, giving technicians a gift card to their favorite restaurant, leaving early on a Friday, etc.
- There is no one key aspect to help with retention. Retention is the entire employee experience. At the end of the day, it all comes down to investing in your technicians.
Join Us For Our Next Roundtable: How Top Shops Structure Technician Mentorship Programs
There is no denying that companies with mentorship programs have a more confident, engaged, and better-trained workforce—leading to overall more productive and profitable businesses.
Join us Tuesday, July 12, 2022 at 1pm CT for this roundtable as we discuss how some of the top shops and dealerships across the country structure their mentorship programs for technicians. Discussion topics will include:
- The importance and purpose of a mentorship program for technicians
- The components of a successful mentorship program
- Where mentorship programs fall short
- Easy steps shops can take to start a technician mentorship program
- This roundtable is free to attend, but you must register!