New Tech Turnover, Why Over 60% of Techs Quit in the First 2 Years (Service Drive Revolution)

Today on the show, we talk about new tech Turnover, why over 60% are quitting in the first two years. We talk about Christian's weird fetish, and we play a game of Would you rather. But this time, I'm the one answering the questions. And Mia ranks dealership jobs from easiest to hardest. That and much, much more. Coming up on Service Drive Revol.

Hello, I'm Chris Collins, and this is Christian Lafferty. And we have our beautiful guest, Mia. Say hello to everybody, Mia.

Hello. Hello.

That was a nice little princess.

I kind of like that, too.

Mia, have you ever heard of weird fetishes?

I am an adult, so yes.

Yeah. Like, yeah, stuff on the Internet that maybe you don't want people to see in your browser history. Maybe your buddy right here, Christian, is a victim of a weird fetish.

A victim, as in somebody fetishized you Kind of.

I'm not sure exactly where this is going, so. Sure, let's go with that.

What's the weirdest fetish? Like, without being, like, you know, like, keeping it PG13? I think a weird fetish is feet. Those people are super into feet.

Yeah, yeah.

Furries. It's a weird one.

Oh, yeah. That's super weird.

Super weird. Yeah. So he's. He's a victim of feet. What do you call it? Feeders.

Feeders.

Does somebody sneak a photo of your feet when you weren't watching?

No. He's talking about feeding, right?

Yeah. Where the fetishes that sneak. Somebody wants to.

Feed you so much that you gain weight, and then you're only attractive. You're attractive to them. Is that how it is?

I think it's way more about, like, they think that if they feed you a lot and then you get bigger, then no one else will want you. I actually think it's defense. It's not offense.

Are you insulting him?

No.

This is clearly a real thing.

I know.

Like, for the longest time, like, he was, like, on a very strict. Like, working out two times a day. You'd just be like, where's Christian? Oh, he's out lifting weights. Like.

And now he's, like, eating tortas. Flan, Tamales. Tamales. Like, anything with a carb and fat and cheese, right? Yeah, it's a. It's a lot of carbs.

It's. I can't. I can't keep up with it. It doesn't matter how many miles a day I do on the peloton.

Sounds like the dream, though. Really?

Like, it would be your dream that you would have a spouse or a significant other that would just feed you.

No, just being able to eat carbs all the time.

What is the fetish called? Plumper.

Yeah.

Plumper.

I hate that word. Such a weird word. I don't like it.

Plumper.

Yeah, it's like the word moist, you know, just makes you kind of cringe a little bit.

You don't want to say anything about it. You just. You're going with it.

Yeah.

You're into it.

I'll just ride with it.

At what point? £300, £400? Well, I got a little ways to.

Go before I get there. No, honestly, the second that if I feel like I have to buy other clothes, it's over. Like, I'm done. And then I will just go back to eating my salads and.

But you understand that that's gonna have a huge ripple in your relationship because.

Like, you're with somebody whose joy comes from the pleasure of feeding you, and that's a. They feel like they're taking care of you.

She can still feed me. She's just gonna feed me egg whites and spinach and not tamales and that.

You know in the movie My Big Fat Greek Wedding, when the girls, they're like, oh, mom, they're vegan. And she goes, oh, it's okay. I feed you lamb.

It's just like that, isn't there?

Yeah, there's gonna be no egg whites and spinach. It's gonna be covered in cheese, wrapped in a tamale, and deep fried.

So. All right, that's great. So let me tell you a story. So a couple of weeks ago, she makes me breakfast, and we do eggs and bacon and tortillas. And she's like. She hands it to me afterwards, and it's like this beautiful crispy tortilla. And she goes, baby, it's healthy. I cooked it in the bacon grease.

Yeah, exactly.

Swear to God, I love it. Oh, man, it was so good.

Okay, so we're gonna play Would you'd rather. So this is a little thing that we've done Mia before, but Christian, somehow, he. He's trying to flip it, and he's gonna make me the victim of it, where it's probably funnier when I do it to you, but we're gonna see what your Would you rather is. But I'm the.

You're the victim.

He's the answer person. Okay, so. So, Chris, let's say that. That the world doesn't.

You're set up for. Would you rather. Is just like. You're set up for a joke?

Really? Is it my only setup Is the same setup that I do for jokes.

It's your only personality trait.

All right, so if the world plays a funny, funny joke on us and you have to change careers and you're forced into one of these three careers.

So I have to. Do I have to get a job? Is that what we're saying?

Oh, yeah.

I have to get a job. And my only choice. Three choices are one of these three.

Your first choice.

You travel around and clean porta Potties.

Travel around where?

Just let's say the greater Los Angeles area.

And what does it pay?

$13.86 an hour.

Do all these jobs pay the same.

Ironically? Yes.

Yeah, so I'm basically minimum wage.

Yeah, you might be a buck or two over, but I don't know, maybe if you do really good, you can get promoted.

You can move up. You can be the head Porta Potty clean.

You can just be the person that picks up the blue. The blue solution.

Okay, so cleaning porta Potties.

Cleaning Porta Potties is number one. Next one is to be the fish scaler at Pike's. Pike's Place.

So fish come in, I scale them, and then they're sold. Is that.

Yes, that's exactly right.

So that's a full time job?

Full time job.

You're always scaling fish all day.

Scaling fish all day.

Okay, then it pays $13 an hour.

1386 or the last one. You are in charge of the drum room at guitar center.

I mean, that's clearly the worst job.

Now, I don't know if everyone would agree with you, Chris, so you might want to go into that.

No, that's pure hell.

Can you imagine being the drum guy at a guitar center? Like, you work in the drum department.

You do. You know what? Kids come in to test out the drums in the drum department and guitar center.

No.

That was a great dramatic pause.

Yeah, she was staring me down. Yeah, kids that can't afford a drum set that don't know how to play all day long. Just if you're ever bored driving around or something and you want to test out my theory, just call guitar center and ask for the drum department. And then hear the racket in the background. Like, literally, there'll be like, drum department. And it's like pots and pans falling down a stairwell constantly, all day long. And you're like, oh, drum department. What, what, what, what? All day long.

A constant. A constant. Suffer from tinnitus and all that other stuff too, right?

No, that's a version of hell that I think a lot of people haven't experienced, have you? Well, yeah, because I was a drummer. I used to go in there all the time. And you can't even stand to be in there, let alone work there all day. Like, you just look at those guys and it's like, like, you know, like when you see a girl with the guy sometimes and she's like blinking like, help, help. I've been kidnapped. That's what the guys behind the counter hit Guitar center look like. They're like, they're like, why are they blinking like that?

And they're like.

Save me.

I don't need the 1386 that bad.

It's all like, you know, anywhere between like 8 year olds and 15 year olds that can't afford a drum set, but they go in there and pretend like they're going to buy one all day and practice their rudiment and it's just terrible. That stuff is meant to be practiced. You. You need to work out that terribleness in a basement somewhere that only your parents, who brought you into this world, have to suffer through. But the poor guy. Guitars.

Yeah.

It couldn't pay enough.

No.

I love the idea that these are my only three choices. Like, this is all I've accomplished in life. But I. I would say that I would pick the Pike Place. I'd scale fish.

You get to be, you know, close to your old home kind of.

Yeah. I love the Pike Place market. One of the. One of the best times in my life was I live two blocks from Pike Place. Yeah, I used to walk down there constantly and get food.

I don't know if I could deal with a permanent smell of fish on me all the time. I think that that's what I have a tough time with.

You know what? You know what happens, though? You get used to it. Pretty soon you don't smell the fish.

I don't know. When I was a kid growing up in the country, like the pig farmers, never. It never bothered them that they smelled like pigs.

Just bothered everybody else.

Totally bothered me.

Yeah.

Okay, let's segue to this list Mia created. We don't know the list, but we know the title of the list, which is pretty funny. So, Mia, you're ranking dealership jobs hardest to easiest or easiest to hardest?

Easiest to hardest.

Easiest to hardest. So which jobs in a dealership? This transcends all departments.

Yes.

So detail parts. Is there a body shop in the Steeler shop? No, no. Body shop. F. And I kind of.

I'm not including every single, like, position. I'm just doing like the top ten I think so. The top ten, and then down to.

One from easiest to hardest.

Yes.

Okay. What. What's number ten?

Number ten is the owner.

So does that mean that's the easiest or the hardest?

Number 10 is the easiest. And so number 10 would be the owner.

Interesting.

Okay, number nine.

Number nine is the general manager.

See where I'm going with this? I think you know where I'm going with this. He's like, oh, great, here we go. Number eight. I have the sales manager.

It's two stages higher than the owner.

Is the owner's idiot kid on there?

No.

Well, clearly this is a owner's idiot kid.

Is number 14 actually owner's gardener comes in. No, I'm kidding. Yeah. Number eight is sales managers and finance.

Okay.

Seven. I have parts.

What part of parts?

The parts people.

Anyone in parts, including the manager.

It's like when people say all. All guys with beards look the same.

All parts people. It doesn't matter.

Well, they do all answer the phone the same way.

They do parts old. It's so true. Oh, man.

Part sold.

Yep.

So you. You think that the parts manager is different than the guy in the back.

Tripping the poor guy schlepping course or.

The counter guy or the whole system?

They're all the same.

They're all the same in your eyes. They're all created equal.

They're all created equal.

Well, that's great.

Keep in mind this comes from personal experience, so got to keep that in mind. Okay, number.

Evaluate your list. This thing's solid. Run with it.

Yeah, you know what? You're right. I'm right. You're wrong. All of you are wrong.

It's a damn fine list.

Number five is the service manager.

Okay, wow. So the fifth easiest job. Fifth hardest, hardest service manager.

Okay.

Number four. I have porters and shuttle drivers.

Just scoring at home. So being a porter or a shuttle driver is harder than being a service manager. Continue on.

I knew this was going to say. Oh, I knew this was going to upset you.

You're.

Are you trying to push people's buttons? Yeah, that's the purpose here. I mean, it's honest Mia's little evil side.

Yeah, I am a Gemini.

And that means you're. You have evil side.

The Gemini symbol is a twin. It means you have dual personalities.

Does that mean I have. Does that mean I have another personality?

Really feel like you have a dual personality?

When I say dual personality, I don't mean that I am like two different people. It just means that I'm adaptable and I can Be very nice. Or I can be not nice.

There's this. Oh, man, I wish I knew the name of it. There's this crazy documentary on. I think it's on Showtime. And this lady.

Studied serial killers for a long time, like her life, I guess. And she shows how most of them have for. As a protection mechanism. She says this thing that. That is crazy. And I think I told you this the other day, that the graphic nature of their crimes and murder has a direct correlation with their abuse as kids. And so she shows this one guy that murdered this couple and literally, like took their body parts. It was drawing on the wall or whatever. Like just super graphic and crazy. And you think in your head, like, how could this human ever do this? And then they show the guy and he just kind of this unassuming guy. His back literally looks like a motocross track. And I think at three or four might be getting that part wrong. But either way, his mom would throw boiling water on his back and whipping. Oh my gosh, like over and over again. Like, the guy and he had two personalities. And she would show her interviews how they. They would come in and out and she could talk to the other one and summons.

Yeah.

In those personalities are for a protection mechanism where the. The one is kind of protecting the real person. And then she shows at the end how Ted Bundy had it, but nobody else but her copy caught it. And one time in court, Ted Bundy flipped into the other one and nobody caught it, but she caught. Because Bundy was abused by his grandfather or something in graphic ways. So that's what I thought of when he said split personalities. But that isn't what you mean.

I said dual personality. Split personality is different. Dual personality just means that I have an adaptable or adaptive personality.

So you can adapt to different situations. And is. Is that like. Because you're a very, like, social.

Inviting, you know, person? Is that a part of that? Yeah, like more extrovert.

Yeah, I'm definitely.

Consider yourself an extrovert. Yeah, that makes sense.

Yeah.

But go ahead with your dual personality.

I can flip that and scare people too. So there you have it. So, yeah, number four was porn. Porters and shuttle drivers.

One more thing I want to say about porter. Porters and shuttle drivers are the best source of information in the whole dealership. They know who doesn't call their customers back. They know who's sleeping with who. They know who's stealing. They know stuff that nobody else knows.

They are the word on the street.

They know like the. Especially a shuttle Driver.

Oh. Especially because the customers are probably venting to the shuttle driver. So the shuttle driver.

Yeah, they're like, knows like, how long have you worked there, Mia? And you're like, oh, I've been here a couple years. Is it normal for the service advisor to ask me to pay cash up front to get.

And then to not mention anything?

Yeah, it's just weird. Shouldn't there have been paperwork?

Right. Is it weird to not get a receipt when I give cash or something?

We underestimate.

They only take cash and you have to just.

You have to put it in my pocket. I don't want to touch it.

Yeah, yeah.

All right. Number three, lube text.

So now, did you catch what she's doing? No. So she is looking at us to see what kind of response we're going to give her when she says the ridiculous things. I mean, I'm sorry, I didn't mean to say.

So this list is meant to provoke.

It is, but it's honest too. Like, I genuinely do feel this way.

So this is really how you would classify everything?

So we're saying that a lube tech.

And by lube tech, we're assuming we're not talking about a 50 year old lube tech. We're talking about an early 20 year old kid on the lube rack has a harder job. It's harder. It's more pressure, more stress than a dealer or a general manager.

I will get to why. Because there is a common denominator between all of these, which you're probably already kind of picking up that. But I will get to it. And you'll probably still disagree. But that's okay. That's okay.

You know, we're talking a lot about psychology and the mental part of this and everything like that. I've actually got a joke out there for all my mind readers.

You can't just tell that you're gonna.

Yes, I can. I'm doing it right now.

That's really creepy.

For those listening, he's just staring into the camera. You know, a lot of people just listen to the show, Christian.

Yeah, but they know the silence. The mind readers hear it. It's not silent to them. Continue on.

Mia, can we recap? Dealer, general manager.

Sales managers in finance, parts salespeople, service manager, porters and shuttle drivers. Number three is lube techs. Number two. This is where it's getting real spicy. This is where it's really going to rile people up.

You're going to say shop foreman.

No, he's not on the list. Well, I Guess he could kind of be looped into number two. Number two is technicians.

Okay.

And could we guess what number one might be?

It's going to, it's. Yeah, it's going to be service arrival.

Number one is service advisors.

To the man with a hammer, the world is a nail.

Sure. Exactly. So the reason that my list is the way that it is is because in my mind, the less you have to deal with customers, the easier your job is. And I know that sounds super pessimistic and like negative towards the customer, but I feel like a lot of people underestimate how difficult that can be.

I think that is the hardest part of any job is customer service.

Man, for the longest time I have thought that the hardest job in a dealership is a salesperson.

Why?

Because they start off with, you know, they're 100% commission. They, they don't have built in traffic, they have to go, you know, a good salesperson has to go out and create business. They're always working seven days a week. They're there until 11. Depending on the store, they don't have weekends. I mean, it's not the kind of job where you raise a family in a normal way. Like in service, we have some, you know, some degree of normalcy. It's rare that service advisors work six days a week, every week. But salespeople, literally, unless the state mandates that they're closed on Sunday.

They could be working seven days a week, constantly in commission.

I thought being an advisor was harder than being a salesperson, but I don't think either job's easy.

And that's the thing. I'm not saying any of it's easy, it's just what's easier. But back to the whole salesperson mindset, it just goes back to experience. Because every dealership I've worked at, advisors always work six days a week from open to close. So 12 hour days, six days a week, which is really difficult. So working and it was even longer than 12 hours. I was used to 6:30 to 7:00 clock at night, 6:30am to 7:00 clock at night or later if I had to close the shop.

Yeah. But for the most part that's not the norm.

Man. I really just had a really negative experience these past 10 years.

Sales people are just getting started when people are getting off work. And so it's not uncommon for a salesperson to be there until 11. Yep.

Especially if you got a deal. So the good thing about being a salesperson is that. So at the place that I worked, we closed at 9. I was super happy to take the person that came in at 8:55 because they were leaving with a car in most cases. But by golly, you could be there from 9am to 8:55 and do nothing that was productive. And if you don't put in that last three hours after closing, like you walked home with nothing. I think that now, yeah, pay wise, I feel like salesperson's the hardest job because like it is. Absolutely. What have you done for me lately as a service advisor? There's a little more stability to the pay thing. But man, I saw so many Salespeople do that zero to hero thing where they would have like a 15 or 18 car month and then they would sell three the next month. Like they're trying to figure out how they're going to pay their mortgage. So that part of it's pretty stressful. I would personally put the salespeople higher on the list than they are. But I still do think I'm with you on the advisor thing. It was pretty hard.

I didn't really take pay into consideration. And I know it seems like that because I think the farther down the list, the less they get paid. Well, not really. Techs and service advisors, you know, make more than some of the other people.

Make more than porters to these.

These lists aren't. It's not really fair because it's a different kind of stress. Like I can tell you when I.

Well, the first dealership that I owned, that was mine.

You know, in the beginning things were really, really rough and I literally had to put payroll on my Amex. And when you have 100 employees and you don't have the cash to make payroll, that's a stress and a feeling. Especially when you care about the people that work for you. Yeah, that I don't think any advisor or salesperson could ever endear endure that sort of stress. Like imagine you need 150 grand to make payroll and you only have 50.

Like it's a, it's a different kind of stress. So I think it's all kind of relative, right?

It is.

These lists are fun, but at the end of the day it is relative.

But it also once again depends on your experience because my experience of owners has been the complete opposite where they're filthy loaded and they don't care about the dealership at all and they never even show their face. Sometimes you don't even know what they look like because they never even check in. You know what I mean? So it all just depends on what you've experienced.

That's exactly the kind of gig I want to own a bunch of dealerships and nobody knows what I look like.

But you should also know what's going on with your dealership.

And if you don't, just cameras everywhere.

Not like visually.

I love, I love sitting with dealers when they on their laptop, you're like, what are you doing? You're on Facebook like looking at dirty pictures and they're like, no, they got 75 different cameras.

They're controlling drones.

Like, oh, what the wor, the worst.

I don't know. I, I just my opinion.

Thank you for doing this. I thought that was very fun.

See how many people I upset with that.

We learned some things about you.

Thanks. As he rolls his eyes.

He didn't roll.

And then she pointed at her tattoo on her finger like that.

Which one's that?

The dual.

It's a Gemini symbol.

It sure is.

Yeah.

There was this article.

In Automotive News, it was sent to me that kind of sparked the idea of.

Turnover for new technicians is usually about 60%.

So in the first two years, depending on the car line, etc. The drive. But on average it's about 60% of new techs coming in. In an environment where we're losing two technicians for every new one coming in, 60% of them will leave within the first two years.

That's really sad.

It's a terrible batting average. Right. And so this article in Automotive News, it's a couple weeks ago now, new school solution for recruiting auto techs. And they're talking about how Magic Toyota and Edmund Swans Washington kind of close to you.

My neck of the woods. Yeah.

Edmonds Washington hired their own full time trainer. So they were going from, they were moving into a building and they were going from 28 bays to 54. And they needed to hire techs. And they found that just hiring the traditional way wasn't effective and they were just either stealing from the competition.

Or you know, trying to hire techs that weren't really committed to it. So they hired their own in house trainer. They're giving the, the technicians $8,000 in tools up front. They lease them back from the dealership for $25 a week for four years, at which point they own them if they leave or they own them for a cost of 5,200 if they leave, the tools go back to the, to the dealership. They also created a thing where if they, they upsold specific items like cabin filters, wiper blades, alignments, tires, they would give them 20, the $25 a week. Towards our tools was forgiven.

Oh, that's really clever.

Yeah, right. I thought that was the, probably the most clever part of it.

Altogether. So when we, when we talk about the turnover, why do we think that kids that decide, hey, I want to be a technician and then a couple years later don't want to be a technician anymore. What is causing that? Because there, there is some sort of commitment to it. You don't decide you want to be a technician most of the time and then change your mind just because something has to be causing it to that degree. Right, Yeah.

I would say it probably boils down to false expectations. When they actually go into the workforce, whether they are leaving school, like a vocational school or any sort of training, maybe they're being promised something that they're not getting.

What do you think, Christone?

I think that really what we fail is to give our technicians coming in two things. One is the career path. Like we're not telling them, okay, so you're coming in, you're going to start for three months, you're going to do this type of work. From three to six months, you're going to do this type of work. And they get to see the progression and everything like that.

Telling them this at like the vocational school level.

Yeah, whatever. We need to. Well, I think that the vocational schools and the dealers have to get on the same page for sure. Or independent repair shops for that for that matter too. So it's the same either way. But the vocational schools and then the end user has to be telling the same story. My belief is right now they're not on the same page and they have to really, really work together. Because I think that as an industry we have to recognize that we need to do something to attract people in. I love what you said about that dealers, because the first thing that kind of came into my mind was that's a lot like a scholarship right now in the state of Illinois back in the 90s, just to kind of give you an idea, they had a real shortage of special education teachers. So what they did is they offered scholarships where if you went to school and you got a degree in special education and then you worked for two years afterwards, they paid for your whole school, they forgave the whole thing. And that's what that made me think of. And then all of a sudden what happened in the state of Illinois, they didn't have as many special education deficiencies and teachers, so this is a very similar program to that. And then the other thing that I think that we don't do a good enough job with, with the people coming into the industry is we don't give them that sense of, like, what, what, what do they contribute? Like, how do they belong? What's the purpose for them doing what they do? Like, they're part of something special and we don't even tell them that. So I think those are the things that are missing.

Yeah, I think.

Most indicators would say that at the, the service drive level, the top reason why those kids are disenchanted is because they don't see a career path. So I think quick lubes are the biggest contributor to this because we have seen a change.

In the turnover by putting the technicians in the shop with the regular techs and pairing them up with a mentor. Right. Because if you come into a quick lube and all you're doing is oil changes all day for a couple years.

You'Re never doing breaks, you're never learning anything, you never see a path for advancement, you get disenchanted. Right. So how we set up quick lubes.

We need to take into consideration the, the career path of the, the kids we're putting into the quick lube. Right. How do they see it? How do. If they come in every day and they're doing this, do they see a future or does this feel like a dead end? Does it feel impossible? Right. And there's a lot of decisions that have to be made there about investing in tools and, you know, going flat rate and those sort of things which they're looking at the other tax and they're, they're thinking, oh, that's unobtainable, or that they're miserable, so why would I want to do that? You know, there's probably a lot of things that play into that. The second one is the, the boss. Like, most of the time they feel like their boss doesn't genuinely show interest in them or care about them. And I think a lot of times we have a generational gap there. So we're gonna have. A baby boomer is a manager with a gen. What is it? Gen Z or Millennial? One of the two. And.

The baby boomer, that older manager, is managing those kids like they were managed. But unfortunately, things have progressed to the degree that that doesn't work anymore. You have to manage them from their perspective and you have to learn some new tricks. You have to become a better leader and spend more time and understand them. Because to some degree they come. They might come off as entitled, but you also might be misreading what entitlement is to them. Right. What they expect from an employer to you and your generation in time was entitlement to them. It's just showing up. So there's a gap there that I think as leaders, we have to close that gap. They're not developed enough to do that on their own. We have to get them to care before we can get them to learn. Right. So we have to show genuine interest in them. We have to spend time with them. We have to understand their wants and needs. And so that's a big part of it is the leader. And money is lower on the scale. Usually money is about four.

It's funny because everybody thinks that's the number one, but it's not.

No. No. And what's crazy is they can make a lot of money being a tech. They're just not shown the path and they don't believe it.

Right.

And so they're sold this bag of goods going into school, and they think it's one thing, and it ends up being something else. When they get out, they show up at the dealership, and then you have this baby boomer manager, you know, treating you like you're entitled and just get to work and, you know, you don't know what you're talking about, kid. And they're used to being told that they're great at everything and they always win and they always get a prize.

Yeah. They're special no matter what.

And so the more we tell them they're not special isn't doing us any good. We have to understand them and why they want to feel special and how they feel special. And then we got to harness that into mentoring them into becoming adults. Right. Taking boys and making them men or girls and making them women in that scenario. But most of the time, we're just pushing them back into their little rabbit hole.

Like a sit down, shut up kind of mentality.

Yeah. And get to the quick lube. And so then, you know, you have your least talented people touching the most customers in a quick lube, which is a recipe for disaster every time. And I don't understand why we're so committed to that model when you can achieve the. The customer experience that we want without running everything through these young kids and just burning them out. Because burnout is an. Is another thing. Like, they're. They're making a very low wage, killing themselves, and they just. They. They can't see themselves doing this the rest of their life. We have to. We have to slow it down and kind of have a more strategic approach.

Yeah.

I think it's hard you guys agree with that?

Yeah, 100%.

You know, we were talking a little bit about. About crazy people. Like, about why. Why are you smiling already? About, like, Bundy and everything.

You can tell he's smiling. How.

How can you. Oh, yeah, his eyes.

Oh, just the squinty eyes. He just said. Okay, so.

Yeah. Did you hear about that lunatic that won the Tour de France?

No.

He took the psychopath.

I shouldn't have taken a drink at that.

Oh, I almost got you.

You almost got me. Oh, that was my fault. I shouldn't have taken a drink. I knew it was gonna take it.

What did we learn today? So dealers have the hardest job.

We gotta learn how to understand our millennials and our Gen Z's. We gotta create a career path for them. And that. I would rather scale fish than work in the drum department at Guitar center. But I would wish that on my enemies.

Ouch.

Good to know.

Yeah, it'd be great. Thanks, you guys. Thanks for tuning in and we will see you next time on Service Drive Revolution.

Thanks so much for watching this episode of Service Job Revolution. We're uploading new stuff every day, so make sure you subscribe and click the bell icon so you don't miss out. If you have a question you'd like us to answer on the show, call 8333-ASK SDR and we'll answer your question on the show. That's 8333 Ask SDR. For special deals on our books and training, head over over to offers.chriscollinsinc.com now that's offers.chriscollinsInc.com I'm Chris Collins, and I'll see you in the next video.