Keep and Attract Techs

Transcription

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2 Questions & Comments - Raise your hand to submit a question/comment or - Go to slido.com, enter event code MDCE2015, and select the Service Plus Track to submit a question via your phone, tablet or computer

3 Keep and Attract Techs Valerie Ziebron Dan Fujiwara

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5 Do you know of any really good shops hiring?

6 Do you know of any really good shops hiring? What is a really good shop from a tech s perspective?

7 Top Ten Reasons Great Techs QUIT!

8 #10 Reason Top Techs Quit Messy and/or unorganized work environments

9 #9 Reason Top Techs Quit Being thrown into jobs without the necessary background or training.

10 #8 Reason Top Techs Quit Open-door-closed-ear Management that ignores or doesn t listen to ideas, concerns or thoughts.

11 #7 Reason Top Techs Quit Phantom manager Manager who s not there mentally or physically who is not pulling their weight or contributing.

12 #6 Reason Top Techs Quit Do it because I said so Management. Not sharing goals or reasons for decisions.

13 #5 Reason Top Techs Quit Stressed out bosses who inflict their stress on subordinates.

14 #4 Reason Top Techs Quit Favoritism

15 #3 Reason Top Techs Quit No meaningful praise and/or Insincere thanks

16 #2 Reason Top Techs Quit Micromanagement

17 #1 Reason Top Techs Quit Management ignoring unacceptable behavior of coworkers.

18 #1 Reason Top Techs Quit Management ignoring unacceptable behavior of coworkers. How many of these can management control?

19 Do you know of any really good shops hiring?

20 Do you know of any really good shops hiring? A shop set up for

21 Do you know of any really good shops hiring? A shop set up for success

22 Set up the shop for success

23 Set up the shop for success Solid Processes consistently being used and improved

24 Set up the shop for success Solid Processes consistently being used and improved Proper Staffing support staff and management with clear job descriptions Need Job Descriptions? They are free at

25 Set up the shop for success Solid Processes consistently being used and improved Proper Staffing support staff and management with clear job descriptions Working Conditions tension/drama, space clean and organized, equipment in working order, etc.

26 Craig Brosenne Hagadone Marine Don t be afraid to let the bad attitude tech go. He s bringing down the entire shop. Once he was gone I heard horror stories about him what I knew was the tip of the ice burg. I ll never go through that again! It s so much better now that he s gone!

27 Does the manager have processes clearly defined and operational? Does the support staff follow the process? This is a huge reason why you can t get or keep good techs. - Tech Talk

28 Shop cleanliness, organization, and everything in good working order is what I need to do my job to the best of my ability. Time is money and this is hurting their profitability and my paycheck. It s so frustrating! - Tech Talk

29 If any of the techs mention something that s hurting the business we re told to quit whining But then we are the ones to catch hell when the numbers suffer. - Tech Talk

30 I have an idea! or I have a problem! What is your response?

31 Check in regularly How are you doing? Do you have everything you need? What can I do to help?

32 Check in regularly How are you doing? Do you have everything you need? What can I do to help? Do you have any?

33 Check in regularly How are you doing? Do you have everything you need? What can I do to help? Do you have any ideas?

34 Do you know of any really good shops hiring? Compensation and job

35 Do you know of any really good shops hiring? Compensation and job security

36 Compensation and Job Security Is this a place I can make a career or just a job?

37 Compensation and Job Security Grow Financially and/or Up in the Organization Is this a place I can make a career or just a job?

38 Compensation and Job Security Grow Financially and/or Up in the Organization Bonus/Incentive Based Pay Within My Control Is this a place I can make a career or just a job?

39 Compensation and Job Security Grow Financially and/or Up in the Organization Bonus/Incentive Based Pay Within My Control Benefits Retirement, Vacation Time, Sick Time, Holiday Pay, Ongoing Training, etc. Is this a place I can make a career or just a job?

40 Compensation and Job Security Grow Financially and/or Up in the Organization Bonus/Incentive Based Pay Within My Control Benefits Retirement, Vacation Time, Sick Time, Holiday Pay, Ongoing Training, etc. Is the Dealership Solid? Is this a place I can make a career or just a job?

41 Although money is not the only factor it is important. I want to trade value for value but some shops I ve worked at don t share that thinking. Thankfully I found one that agrees if I make them more money, I should make more too! - Tech Talk

42 Although money is not the only factor it is important. I want to trade value for value but some shops I ve worked at don t share that thinking. Thankfully I found one that agrees if I make them more money, I should make more too! - Tech Talk Check out the Action Plan for Introducing Incentive Based Tech Pay

43 Do you know of any really good shops hiring? Meaningful and

44 Do you know of any really good shops hiring? Meaningful rewards and recognition

45 Behavior that gets noticed gets repeated Do you notice the good things?

46 Goal: Increase hours per R.O. by 0.5 Behaviors: Look at history Safety inspections Document R.O. Etc.

47 Meaningful Recognition You guys were rock stars this week. It was one of the hottest weeks of the year and the yard was a traffic jam but you pulled it off! Great work! Amazing job this week. Efficiency was up and you were able to close out some long open work orders. The open RO list looks good and current. Fantastic!

48 Reward Menu for Joe Favorite treats Favorite places to eat Favorite stores

49 It would really be nice to hear a genuine thank you from time to time. A little acknowledgement that my job can be difficult. I hear it more from customers than from management. - Tech Talk

50 Do you know of any really good shops hiring? of Association

51 Do you know of any really good shops hiring? Pride of Association

52 Pride of Association

53 Pride of Association Professionalism

54 Pride of Association Professionalism Reputation/CSI Take care of customer VS Lowest price in town Premium Brands VS Every brand

55 Pride of Association Professionalism Reputation/CSI Take care of customer VS Lowest price in town Premium Brands VS Every brand Community Involvement

56 Pride of Association Professionalism Reputation/CSI Take care of customer VS Lowest price in town Premium Brands VS Every brand Community Involvement Good People

57 It makes a big difference when you honestly believe that you work for and with good people. - Tech Talk

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59 If you build it, they will come.

60 Job Fairs Other Industries Steal Em Apprenticeships What s working for you? How are you currently finding techs? H.S. Jobs Boards Trade Schools

61 Job Fairs Other Industries Steal Em Apprenticeships Top Ways to Recruit Techs #1 way to find a tech is H.S. Jobs Boards Trade Schools

62 Top Ways to Recruit Techs #1 way to find a tech is employee referral Check out the employee referral example on the next page

63 What are other industries doing?

64 $$$ Earn as you Learn $$$

65 We must invest time, effort and money to grow more marine techs.

66 It isn t always going to be easy or fair. You may lose some.

67 Start your search at the dealership Employee Referrals Customer Referrals Advertise at the Dealership and at Shows Social Media and Your Website

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69 The Internet Your Dealership Website LinkedIn Facebook Craigslist Industry Jobs Boards: careers.mraa.com/jobs vrzconsulting.com/jobs

70 The Internet Your Dealership Website LinkedIn Facebook Craigslist Industry Jobs Boards: careers.mraa.com/jobs vrzconsulting.com/jobs Check out the Internet Recruiting Best Practice Page

71 Beg, Steal, Borrow There is plenty of begging going on There is certainly some stealing going on Borrowing can work in a pinch negotiate with independent local techs

72 Grow Your Own Where? High School Co-Ops Trade College/School Retired Military Career Days Job Fairs Youth Trade Shows Mini Career Seminars

73 What will I learn? VS What will I earn? Grow Your Own Where? High School Co-Op s In many cases investment is minimal. At the end of the semester you simply administer a grade and feedback.

74 What will I learn? VS What will I earn? Grow Your Own Where? High School Job Shadow for a day

75 Grow Your Own Where? High School Co-Op s We have our co-op students start out with yard work. Once we see how they work, we have them work alongside a tech with basic jobs. They also work with our detailer and help in parts to get an idea of the range of jobs in the marine industry.

76 Grow Your Own Where? College Apprenticeship Programs The student spends time in both the dealership and in the classroom/lab. This gives them the ability to better figure out what is required to succeed in the real world. This makes them much better new hires.

77 Grow Your Own Where? Non-Active Military All military personnel who are leaving active duty must attend classes to help them re-enter civilian life. Call the base operator and ask to speak to someone who can talk to you about the T.R.S. (sometimes called Taps & Tams ) courses. Let them know you have jobs available.

78 organizations Grow Your Own Where? Non-Active Military other sites jobs boards reach out to your local veterans

79 Grow Your Own Where? Non-Active Military We helped build a Habitat for Humanity home for a military family. That gave us the in with United Way for them to link us with more retired military candidates. Sean Smith Director of Membership Marine Industries Association of South Florida

80 Grow Your Own Where? Youth Trade Shows/Career Days Many are free to attend Schools often welcome speakers Some encourage applications and interviews right there!

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82 Grow Your Own How? Apprentice and Mentorships We pay the mentor a % of the hours the apprentice turns. This gets them up, running and profitable ASAP. We have them spend time with each of our techs. We have our apprentice start as an assistant to the service and parts counters so they understand how the shop works and how important their role is in profitability and CSI

83 Grow Your Own How? Apprentice and Mentorships We pay the techs next month student loan payment for each successful month they complete in our shop.

84 So many swear they ll never hire a student but that s where so many of us got our start. Give a kid a chance!

85 It s important that our young hires know that they are part of the solution and not just part of a growing payroll. They need to know that their opinion has value. We make sure we set clear, achievable goals for the new folks on staff. Like other team members, each knows what their responsibilities are and what their managers expectations are. Formal education begins from day one. We chose to invest early, I think this has great impact on retention. Give new hires reasons through your actions that you intend to keep them on staff forever right from the start. -Rob Brown of Clark Marine Top 100 s Best Service Department 2014 Hired and retained 8 new team members in a year and a half. Brought the median age of his company from 49 down to 41

86 Bonus Content Why should you be a marine technician? Managers: Are you helping or hurting build your dream team? Ten HR Tips for the Marine Industry The Marine Tech Shortage and what can be done about it

87 Keep and Attract Techs

88 Thank You! For digital downloads of materials from this session, please visit Valerie Ziebron and Dan Fujiwara VRZ Consulting

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