One of the biggest problems I've faced when starting in a new garage/ shop is having your manager, foreman, boss or whoever is in charge constantly looking over your shoulder . I mean you turn around they are either right there or across the workshop staring at you. Yeah I can't work like that and often leads to me making mistakes because I can't concentrated on the job with someone over my shoulder. Some of the best workshops ive been in where the ones that helped and guided me as best they could with their systems and procedures etc and when it came to me actually fixing cars they leave me the hell alone unless i asked a question or asked for help with something.
Do you think it is worth asking the guilty parties, "Is there a reason you are looking over my shoulder/staring at me constantly?" If they do not give an answer you are comfortable with, then you know this is a crap shop with crap management that will give you nothing but crap that you need to quit pronto. This is true of any workplace, not just auto shops.
The shop i currently work at...ive been there...a year and a half i guess now. I was just working away, going to take a bolt off, ratchet socket, put it on, oh need an extension for some more reach, not a milisecond after i took the socket back off, well you're gonna need an extension. Or oh well to take out XYZ, you need to take out the 2 bolts and 1 hose or 2 bolts and 2 connectors...oh. Thanks so much. Watch over me for the most simple jobs or tasks known to man. A year and a half of basically i can't walk the right way. This is a co worker, one day i didn't do something exactly his way (it was a menial task, had zero impact on the quality or speed of what i was doing) well did he flip. Huffing puffing ect. But yeah. Basically, if i ask a question, be nice and help without making fun, otherwise go away.
Best thing that I would recommend is to have a new technician shadow at least two of the techs in the shop. I know Shop efficiency won’t be great during that time, but when they work for a week, with each technician, they will get a lay of the land and get to know how the shop works better. I also made up a PowerPoint for day 1 onboarding, just to lay out the basics.
Also be choosy about who they are paired with. Then let the trainers keep the additional hours flagged or pay them so they are willing to do it. Then pay the newbie hourly for at least the first couple of weeks.
I'm a tech with 7 years experience and I'm considered to be reasonably good. I started at a new independent shop about a year ago and the thing that really helped me is this. My first day, despite me being capable of diags, electrical, driveability etc. They started my first day doing service work and had me work next to the lead tech to show me how to use their system, equipment etc. Now most of it I could have figured out on my own but why? Get it all out of the way the first day. Here's your ipad, here's how you use techmetric, here's how we do our inspections, this is how our coolant flush machine works, this is our test drive route, etc. Nice to just get a feel for the shop, get to know another tech and not feel stressed on your first day. You could certainly stretch that out for a week or longer for less experienced guys but I really just needed to know where everything was.
I like the idea of "Testing" rather than "Diagnostic." Also when someone is new it's hard not to try and tell them everything they need to know the first few days. Best to give them the main procedures and let them know to ask questions when they need help with the little nuances. It seems like finding someone to just show up all 5 days each week is quite the task from what I hear lately. Luckily we haven't had much turnover for a while now. Thanks for the video!
Have the process and expectations in writing, with a copy given to both the new hire and the trainer. Make sure this is reviewed point by point following the day, essentially a performance review with room to add notes on what needs to be worked on and what was done well.
Give them a checklist to reference. In your pos system or ro writer, you can create a can system dor specific jobs/labor ops. Build a order of operations and a specific guidelines on paper. But giving them a reference is probably the best way to help a new employee.
As a guy who just started at a new shop, make sure supervisors know who is in charge of teaching what. I've had a few moments when I asked a lead hand a question and he says "such and such didn't show you that?" A (good) tech to shadow for a while is also a huge thing, just to understand the flow of the shop and how to do the paperwork correctly.
I have always under sold myself in interviews I am honest but I don’t pretend to be the best I tell them what I am comfortable with what I haven’t done a lot of and let them make the decision if I will be a good fit we have all worked with a guy that has said he could do anything and then doesn’t know how to do brakes
At my shop we use google sheets & google docs. Each tech as their own email address via gmail. With google docs they open up and see our processes & procedures. I want certain bolts torqued for example. We also have weekly performance report that I built in google sheets that they fill out each week. We can’t fix what we don’t track I prefer to have them take a DISC assessment. If I can also take Berke assessment. DISC shows me how to manage them & what motivates them. Berke is more of an apitude assessment
I have gone from installing car audio and accessories to being a field service technician for a pool and spa company. And the hardest thing is learning the mobile phone app and it's job cards. I also find it difficult having to do a 3 way convo via email... to get price and order parts.
We always have a new starter shadow an experienced tech a couple of week to see how things are done. Then we give easy jobs first couple of weeks on their own. In days gone by when I was younger I have seen techs thrown in the deep end with all the bad jobs.
I was fresh out of tech school, well 3 4 months fresh, just got a job at a shop. First job was some alternator in some Ford Focus or something an older one, its tucked far back by the firewall, i barely have the tools for it, its just a PITA, took forever. Got it done. Then by the start of next week i was taking a trans out of a PT cruiser of all things. It was alright, but my main problem was and sort of still is to a degree dealing with nasty rusted shit. How do i explain shit that shit is fucked yo. Oh it broke or oh its stripped...yeah. That happens. Regardless. I also learned a good bit there. Learned the systems fairly good actually. Once i got a basic understanding on the websites ect we used, and where to go for things it was nice. Missfire diag tips and tricks. Plus adding what i learned at school. Ram5.7 came in. Missfire Not sure what cylinder but specific. The classic swapping coil, plug, injector ect didn't change, compression was fine. I was well, either the cam is chewed up (possible, they did like 20k mile oil change intervals) or something is just messed in the valve train. I think a rocker had come loose or something along those lines. I wasn't the one to fix it, but it was that area. Narrowed it down.
When I started they had me work alongside one of the more experienced techs for a couple weeks, I probably learned more doing that then I would have at an automotive school.
Have you though about a company procedures manual. Depending on the interview and information gained from the new employee, they could be directed to the relevant sections of the procedures manual thus preventing information overload.
This reminds me of the podcast episode I did with David and Lucas. On boarding is the first step in success or failure. If you do it well you can thrive. If you do it poorly it's almost guaranteed failure.
I have worked in a shop in the past where I was a foreman, service writer, parts person and technician. I currently work in a different shop now and I basically function as a service writer at times and parts person but my actual job is technician. I don’t think this is the best way to run a shop. It sounds efficient but when I could be turning wrenches or diagnosing vehicles I am on the phone ordering parts or maybe dealing with customers. It’s just a way for a place to get out of paying people. It’s Frustrating at times
Same issue here on noise complaints. Things sure have changed in the shops though, my first job was more of a "Hey I'm John, welcome aboard, want to grab that Rambler and do a tune up and front brakes on it"
Have a reference book... A handout that they can keep at their workstation that will give them access to quick reference without having to stop and utilize the time of other staff
You need to find out what he knows... what system/procedures he used in his last job. Then in broad terms lay out the differences, but don't over load him. Stress the fact, when in doubt ask questions. The only dumb questions are the ones that are not asked before they cost everyone involved lost time and money. He will remember the answered questions better than a lump of information {aka procedures} all rolled up and given at one time.
Main problem is if you work with asshats who don't want to help. Oh do you have this item or where do you find this section of this site ect. getting told ''look around'' for any of that ISNT too helpful most of the time. But if i'm paid hourly and you want me to f around for an hour for a 5 minute thing? Well that's on you.
Are u hiring?🤭🏴☠️ It is cool when your out there and you meet a former employee and dont remember them. They have walked up to me while after i started working for the same company and say to me. "Thank you for teaching me how to read a street map." And you dont remember them. Because you meet so may people in the business. You kinda say to yourself. "What?" "Thanks, im glad i could help you out." Its nice to hear from your old friends, you dont even remember. Its happened to me throughout time. Just teach the class, Mike. Your on Point. You are the real deal.
Can you do a video on breaking down what you charge for testing would be very helpful. Appreciate it when a car comes in our shop. There will be a check engine light with multiple codes in different systems, noise complaint on suspension oil leak, etc. and they will want me to figure it all out in an hour. It would be awesome to get our shop to move over to testing I would like to have some information to take to the boss thanks in advance.
Sounds to me like you / your shop needs to learn to manage customers. You are having customers come in with 2-3 years' worth of maintenance/repairs and they want a discount because they failed to respond in a timely manner to an issue with their car. It doesn't work like that - anywhere, anytime, for any reason. Signed, Driveway DIY Tech
Yeah 1 1/2 years in and its all (not ALL, but 99%) hostile ass hats. Mostly 1 guy really. If i see somebody doing something not exactly how i do it, but they get the job done...it's not my concern. They can have their own way. If they're struggling but don't ask for help...? They might just be left. If they ask? Sure here i do this, it seems easy, fast effective. One guy is HORRIBLE with carburetors (small engines in general), but they're simple as hell. He asks for help he will get it. Why get your pants in a knot about somebody elses work?
Being a total noob…there’s a lot to learn and our brains can only process so much at once. Is it ridiculous to suggest just taking one thing at a time? Someone could spend weeks walking through everything hoping to prepare me or they can let me jump in a bit and fill in the holes where needed. That being said I have to have the humility to ask for help and know my limits which takes insight and self reflection.
I would love too work for the Flat Rate Master. I’m wanting to become a entry level automotive technician. However been doing hvac for 9 years and afraid my pay will drop too much. Automative tech’s my dream job though.
I've been a tech for quite awhile now and although I'm good at my job and I do enjoy it if I had my time back I'd have went in a different direction and just kept it as a hobby/for myself
I suck at rear brake shoes me those dam springs just don't get along my hearing not the best before automotive industry I worked as industrial electrian on large diesel powered generators and no hearing protection standing next to 150 cat motor with straight pipe exhaust not the best for your ears
We have several very specific diag lines, so if a car is running bad, because of timing, instead of a misfire diag they get testing for timing issue. Or if for instance cel is on but no symptoms how can the SA tell if it is a Evap Leak or a thermostat code for instance. We do not have a blank testing line
The system here is messed up, instead of putting experience people leading they hiring straight out of high school making them a Forman, the college boys that are going to mechanical engineering there leaders to.. the leaders we have couldn’t lead a horse to water if they were standing in it 😀.. all our new techs wanting the same pay as us been around what we do over 30yrs and getting it.. myself I sit back and watch the circus
The new tech will probable hate this suggestion but, since every tech has their own PC; get the new guy to write up on-boarding and process documentation in three stages. The First stage can just be a spread sheet(crib sheet / Cheat sheet style) that lists out who to talk to about certain broad subjects and also the name of the process specific documentation. The second stage is documenting the unique shop processes(or documenting shop preferred vendors / parts suppliers) with preferably lots of screenshots / pictures. If the new tech has to ask someone else a question about any process then they should write up a document to cover that question. Third stage is peer review to get everyone else's input on the documentation and to make sure they are all on the same page and following the processes. Then next time you hire another new tech, have them follow the on-boarding documentation and make it their responsibility to update it as required. You should also review all of the documentation on a yearly basis to make sure nothing needs updating. There are lots of ways to distribute this documentation to every PC from "Cloud" options down to good old fashion "sneaker net"(aka walking around with a portable storage device and manually uploading all of the documentation to every PC). I will say from personal experience that getting anyone to use process documentation is difficult at the best of times so I would recommend evaluating the "Cloud" based options(Micro$oft and Google both have options for this among many others) that allow multiple people to review and edit a document at the same time.
@@BrokeMekanic The best person to write the on-boarding docs is actually the new hire because they get to experience everything first hand. The presumption of course is that the company is paying you for your time to write the documentation; if they don't pay at your full rate then I would walk too.
what happened to the good old days just say what it needs and how much we honestly dont need these fancy computer management systems 48 years in the industry never needed it
@@thooks1234 nothing has changed for me yet still doing thibgs tge same old way and works fine plu savibg loads of money by not hvibg to invest in all this stuff and software and extra employees that are not needed and i have 13 mechanics 4 shops
Paper ro’s are where it’s at. The computer just over complicates it for the writer and the tech. These programs are really just for tracking information
@@SaerTurner Correct "nothing" has changed for u since u stick to the same customer intake process. Until u play around with the idea of a computerized system that can network the whole shop to be on a database, it'll change the way u can sell service and get more cars in per day. Aka like 90% of dealerships are doing rn
It's unnecessary to make such a general statement about Dorman. They make tons of good parts. Yes, I keep away from their electronic parts but aside from that they are great!
One of the biggest problems I've faced when starting in a new garage/ shop is having your manager, foreman, boss or whoever is in charge constantly looking over your shoulder . I mean you turn around they are either right there or across the workshop staring at you. Yeah I can't work like that and often leads to me making mistakes because I can't concentrated on the job with someone over my shoulder. Some of the best workshops ive been in where the ones that helped and guided me as best they could with their systems and procedures etc and when it came to me actually fixing cars they leave me the hell alone unless i asked a question or asked for help with something.
Do you think it is worth asking the guilty parties, "Is there a reason you are looking over my shoulder/staring at me constantly?" If they do not give an answer you are comfortable with, then you know this is a crap shop with crap management that will give you nothing but crap that you need to quit pronto. This is true of any workplace, not just auto shops.
Or they’re observing your skills, competencies and efficiencies. Scary to work at a new place but also scary to work with a new person.
💯
The shop i currently work at...ive been there...a year and a half i guess now. I was just working away, going to take a bolt off, ratchet socket, put it on, oh need an extension for some more reach, not a milisecond after i took the socket back off, well you're gonna need an extension. Or oh well to take out XYZ, you need to take out the 2 bolts and 1 hose or 2 bolts and 2 connectors...oh. Thanks so much. Watch over me for the most simple jobs or tasks known to man. A year and a half of basically i can't walk the right way. This is a co worker, one day i didn't do something exactly his way (it was a menial task, had zero impact on the quality or speed of what i was doing) well did he flip. Huffing puffing ect. But yeah. Basically, if i ask a question, be nice and help without making fun, otherwise go away.
Best thing that I would recommend is to have a new technician shadow at least two of the techs in the shop. I know Shop efficiency won’t be great during that time, but when they work for a week, with each technician, they will get a lay of the land and get to know how the shop works better. I also made up a PowerPoint for day 1 onboarding, just to lay out the basics.
Also be choosy about who they are paired with. Then let the trainers keep the additional hours flagged or pay them so they are willing to do it. Then pay the newbie hourly for at least the first couple of weeks.
If you hire the right people for the right reasons, you’ll have a very well coordinated shop environment. One bad apple can spoil the whole bunch.
I'm a tech with 7 years experience and I'm considered to be reasonably good. I started at a new independent shop about a year ago and the thing that really helped me is this. My first day, despite me being capable of diags, electrical, driveability etc. They started my first day doing service work and had me work next to the lead tech to show me how to use their system, equipment etc. Now most of it I could have figured out on my own but why? Get it all out of the way the first day. Here's your ipad, here's how you use techmetric, here's how we do our inspections, this is how our coolant flush machine works, this is our test drive route, etc. Nice to just get a feel for the shop, get to know another tech and not feel stressed on your first day. You could certainly stretch that out for a week or longer for less experienced guys but I really just needed to know where everything was.
I’m terrible with names. Started working at a dealership, a few weeks ago. Still learning names.
I like the idea of "Testing" rather than "Diagnostic." Also when someone is new it's hard not to try and tell them everything they need to know the first few days. Best to give them the main procedures and let them know to ask questions when they need help with the little nuances.
It seems like finding someone to just show up all 5 days each week is quite the task from what I hear lately. Luckily we haven't had much turnover for a while now.
Thanks for the video!
Have the process and expectations in writing, with a copy given to both the new hire and the trainer. Make sure this is reviewed point by point following the day, essentially a performance review with room to add notes on what needs to be worked on and what was done well.
Give them a checklist to reference.
In your pos system or ro writer, you can create a can system dor specific jobs/labor ops.
Build a order of operations and a specific guidelines on paper.
But giving them a reference is probably the best way to help a new employee.
As a guy who just started at a new shop, make sure supervisors know who is in charge of teaching what. I've had a few moments when I asked a lead hand a question and he says "such and such didn't show you that?"
A (good) tech to shadow for a while is also a huge thing, just to understand the flow of the shop and how to do the paperwork correctly.
I have always under sold myself in interviews I am honest but I don’t pretend to be the best I tell them what I am comfortable with what I haven’t done a lot of and let them make the decision if I will be a good fit we have all worked with a guy that has said he could do anything and then doesn’t know how to do brakes
At my shop we use google sheets & google docs. Each tech as their own email address via gmail. With google docs they open up and see our processes & procedures. I want certain bolts torqued for example. We also have weekly performance report that I built in google sheets that they fill out each week. We can’t fix what we don’t track
I prefer to have them take a DISC assessment. If I can also take Berke assessment. DISC shows me how to manage them & what motivates them. Berke is more of an apitude assessment
those test im sure are utter bollox
Illinois made it illegal not to pay for diagnostic time. Even for Dodge with warranty work.
I have gone from installing car audio and accessories to being a field service technician for a pool and spa company. And the hardest thing is learning the mobile phone app and it's job cards. I also find it difficult having to do a 3 way convo via email... to get price and order parts.
Yep i can attest to akebono brake pads. However they dont have coverage for every car. So sometimes you have to get a second option
We always have a new starter shadow an experienced tech a couple of week to see how things are done. Then we give easy jobs first couple of weeks on their own. In days gone by when I was younger I have seen techs thrown in the deep end with all the bad jobs.
I was fresh out of tech school, well 3 4 months fresh, just got a job at a shop. First job was some alternator in some Ford Focus or something an older one, its tucked far back by the firewall, i barely have the tools for it, its just a PITA, took forever. Got it done. Then by the start of next week i was taking a trans out of a PT cruiser of all things. It was alright, but my main problem was and sort of still is to a degree dealing with nasty rusted shit. How do i explain shit that shit is fucked yo. Oh it broke or oh its stripped...yeah. That happens. Regardless. I also learned a good bit there. Learned the systems fairly good actually. Once i got a basic understanding on the websites ect we used, and where to go for things it was nice. Missfire diag tips and tricks. Plus adding what i learned at school. Ram5.7 came in. Missfire Not sure what cylinder but specific. The classic swapping coil, plug, injector ect didn't change, compression was fine. I was well, either the cam is chewed up (possible, they did like 20k mile oil change intervals) or something is just messed in the valve train. I think a rocker had come loose or something along those lines. I wasn't the one to fix it, but it was that area. Narrowed it down.
When I started they had me work alongside one of the more experienced techs for a couple weeks, I probably learned more doing that then I would have at an automotive school.
Have you though about a company procedures manual. Depending on the interview and information gained from the new employee, they could be directed to the relevant sections of the procedures manual thus preventing information overload.
This reminds me of the podcast episode I did with David and Lucas. On boarding is the first step in success or failure. If you do it well you can thrive. If you do it poorly it's almost guaranteed failure.
I have worked in a shop in the past where I was a foreman, service writer, parts person and technician. I currently work in a different shop now and I basically function as a service writer at times and parts person but my actual job is technician. I don’t think this is the best way to run a shop. It sounds efficient but when I could be turning wrenches or diagnosing vehicles I am on the phone ordering parts or maybe dealing with customers. It’s just a way for a place to get out of paying people. It’s Frustrating at times
Same issue here on noise complaints. Things sure have changed in the shops though, my first job was more of a "Hey I'm John, welcome aboard, want to grab that Rambler and do a tune up and front brakes on it"
We still use paper RO’s but we all have our own laptops to look up service info and then we have two laptops on carts with the scan tools hooked up
Have a reference book... A handout that they can keep at their workstation that will give them access to quick reference without having to stop and utilize the time of other staff
You need to find out what he knows... what system/procedures he used in his last job. Then in broad terms lay out the differences, but don't over load him. Stress the fact, when in doubt ask questions. The only dumb questions are the ones that are not asked before they cost everyone involved lost time and money. He will remember the answered questions better than a lump of information {aka procedures} all rolled up and given at one time.
Main problem is if you work with asshats who don't want to help. Oh do you have this item or where do you find this section of this site ect. getting told ''look around'' for any of that ISNT too helpful most of the time. But if i'm paid hourly and you want me to f around for an hour for a 5 minute thing? Well that's on you.
always remember people leave for the best.
No diagnostic fee equals what part would you like me to start with lol
Are u hiring?🤭🏴☠️
It is cool when your out there and you meet a former employee and dont remember them.
They have walked up to me while after i started working for the same company and say to me.
"Thank you for teaching me how to read a street map."
And you dont remember them. Because you meet so may people in the business.
You kinda say to yourself. "What?"
"Thanks, im glad i could help you out."
Its nice to hear from your old friends, you dont even remember.
Its happened to me throughout time.
Just teach the class, Mike. Your on Point.
You are the real deal.
Can you do a video on breaking down what you charge for testing would be very helpful. Appreciate it when a car comes in our shop. There will be a check engine light with multiple codes in different systems, noise complaint on suspension oil leak, etc. and they will want me to figure it all out in an hour. It would be awesome to get our shop to move over to testing I would like to have some information to take to the boss thanks in advance.
Sounds to me like you / your shop needs to learn to manage customers. You are having customers come in with 2-3 years' worth of maintenance/repairs and they want a discount because they failed to respond in a timely manner to an issue with their car. It doesn't work like that - anywhere, anytime, for any reason. Signed, Driveway DIY Tech
Every issue gets its own diag time. CEL 1HR. Suspension noise 1HR.
Be as supportive as possible. Have other techs be supportive or at the very least, not hostile ass hats. Definitely
Yeah 1 1/2 years in and its all (not ALL, but 99%) hostile ass hats. Mostly 1 guy really. If i see somebody doing something not exactly how i do it, but they get the job done...it's not my concern. They can have their own way. If they're struggling but don't ask for help...? They might just be left. If they ask? Sure here i do this, it seems easy, fast effective. One guy is HORRIBLE with carburetors (small engines in general), but they're simple as hell. He asks for help he will get it. Why get your pants in a knot about somebody elses work?
We don't hire a holes, we all help everyone. If you won't help you will not last at our shop
We build the estimate except for parts. One of the easiest things to forget to add is alignments
I always say I’m not good at things until someone else has said it to me or I am being asked the question first.
Have you created a workflow manual yet?
Being a total noob…there’s a lot to learn and our brains can only process so much at once. Is it ridiculous to suggest just taking one thing at a time? Someone could spend weeks walking through everything hoping to prepare me or they can let me jump in a bit and fill in the holes where needed. That being said I have to have the humility to ask for help and know my limits which takes insight and self reflection.
I would love too work for the Flat Rate Master. I’m wanting to become a entry level automotive technician. However been doing hvac for 9 years and afraid my pay will drop too much. Automative tech’s my dream job though.
In my area hvac techs make more than master techs
I've been a tech for quite awhile now and although I'm good at my job and I do enjoy it if I had my time back I'd have went in a different direction and just kept it as a hobby/for myself
@@nathanbaldwin5782 YES. I love cars. But I don't want to work on mine aft working on others all week. It's bittersweet
Make mock tickets and show each step of the process. Use real vehicles and dedicate actual time for it.
He goin to help T Pain with his drift car 😂
Good people are hard to find
For starters I need my own access to alldata , on demand , a freaking printer..high speed internet , NOT DSL..
I suck at rear brake shoes me those dam springs just don't get along my hearing not the best before automotive industry I worked as industrial electrian on large diesel powered generators and no hearing protection standing next to 150 cat motor with straight pipe exhaust not the best for your ears
ayy lmao.
Curious -- do you have regular managers meetings with all the tech's ?
Why would the service writers need to add a line for misfire diag when the original complaint is already on the ro?🤔
We have several very specific diag lines, so if a car is running bad, because of timing, instead of a misfire diag they get testing for timing issue. Or if for instance cel is on but no symptoms how can the SA tell if it is a Evap Leak or a thermostat code for instance. We do not have a blank testing line
Yep tech shortage
The system here is messed up, instead of putting experience people leading they hiring straight out of high school making them a Forman, the college boys that are going to mechanical engineering there leaders to.. the leaders we have couldn’t lead a horse to water if they were standing in it 😀.. all our new techs wanting the same pay as us been around what we do over 30yrs and getting it.. myself I sit back and watch the circus
Write an employee handbook step by step!
The new tech will probable hate this suggestion but, since every tech has their own PC; get the new guy to write up on-boarding and process documentation in three stages.
The First stage can just be a spread sheet(crib sheet / Cheat sheet style) that lists out who to talk to about certain broad subjects and also the name of the process specific documentation.
The second stage is documenting the unique shop processes(or documenting shop preferred vendors / parts suppliers) with preferably lots of screenshots / pictures. If the new tech has to ask someone else a question about any process then they should write up a document to cover that question.
Third stage is peer review to get everyone else's input on the documentation and to make sure they are all on the same page and following the processes.
Then next time you hire another new tech, have them follow the on-boarding documentation and make it their responsibility to update it as required. You should also review all of the documentation on a yearly basis to make sure nothing needs updating.
There are lots of ways to distribute this documentation to every PC from "Cloud" options down to good old fashion "sneaker net"(aka walking around with a portable storage device and manually uploading all of the documentation to every PC). I will say from personal experience that getting anyone to use process documentation is difficult at the best of times so I would recommend evaluating the "Cloud" based options(Micro$oft and Google both have options for this among many others) that allow multiple people to review and edit a document at the same time.
I’d walk out of a shop if they made me do anything like this
@@BrokeMekanic The best person to write the on-boarding docs is actually the new hire because they get to experience everything first hand. The presumption of course is that the company is paying you for your time to write the documentation; if they don't pay at your full rate then I would walk too.
Akabono is very good
Just like Scotty Kilmer then, he loves Akebono.
It's easy to like premium products and why shouldn't you?
We have extensive used every brand of brake pads available to us and Akebono have the least complaints of any other brand
You know,You know,You know,You know,You know,You know,You know,You know,You know,You know,You know,You know,You know,You know,You know,You know,You know,You know,You know,You know,You know,You know,You know, blah blahYou know,You know,You know,
He knows
what happened to the good old days just say what it needs and how much we honestly dont need these fancy computer management systems 48 years in the industry never needed it
Things have changed. Your customers have changed. The cars you work on have changed.
@@thooks1234 nothing has changed for me yet still doing thibgs tge same old way and works fine plu savibg loads of money by not hvibg to invest in all this stuff and software and extra employees that are not needed and i have 13 mechanics 4 shops
Paper ro’s are where it’s at. The computer just over complicates it for the writer and the tech. These programs are really just for tracking information
@Brian Jackson iam not lying at all
@@SaerTurner Correct "nothing" has changed for u since u stick to the same customer intake process. Until u play around with the idea of a computerized system that can network the whole shop to be on a database, it'll change the way u can sell service and get more cars in per day. Aka like 90% of dealerships are doing rn
No good
Cough cough Moog R series….cough cough
Sounds like you want free work from your Subscribers. Usually you hire a consulting firm for this.
set up a training computer so they can play around with it.
It's unnecessary to make such a general statement about Dorman. They make tons of good parts. Yes, I keep away from their electronic parts but aside from that they are great!