A short YouTube clip (Service Driving Revolution) in which Chris Collins and another speaker discuss how to improve technician culture and loyalty. They argue leaders must treat technicians as friends (involve them in plans, communicate), manage perceptions of being ignored, provide non-monetary inclusion (family events, outings), and offer competitive but sustainable compensation and benefits (bonuses, facility upgrades) so employees are less likely to leave for small pay increases. The clip closes with a standard CTA and offer link.
Chapters
I think you got to change your relationship with the shop.
I think you gotta look at your technicians as friends, people you communicate with, people that have a say and are involved in the overall plan. Not just the guys in the back doing a job. Another. You know, they're another number on an ro. And the only time we deal with them is when they have a comeback or they're in trouble.
Yeah. The. The technicians are one group of employees where I would say that what their perception is and what the reality is are both just as important. Like, the fact that maybe it isn't what they think it is is way less important than how they perceive it. So the. The thought that they're like, they're the mushrooms growing in the back and nobody pays attention to them or anything like that. If that's how they feel, even if it's not true, you have got to control that narrative. I love that thought of, like, their friends back there.
Then the other thing to kind of add on to that is you got to start having activities at events, like getting a box at a baseball game, having a barbecue at a, you know, a park, or just different things where they can bring their family and their kids, they can take pictures and be proud of what's going on. But you. You have to start doing things as added value outside of just work. It's got to be more than work. It's got to be a family and a lifestyle.
Yeah. Something that they wouldn't get anywhere else they go like. I think that's the thing you're trying to do is keep them from selling you out for three bucks an hour. Right. At the end of the day, those are the things that you. It's hard for them to put a price on.
Is the feeling of inclusion.
I think really what I'm trying to say is you're going to pay them the three bucks, maybe pay them four, and you're going to do all this stuff.
Okay. So it's.
I don't think that. That we. We understand that if it's hard for us right now, you might as well quit because it's about to get a lot harder.
Okay.
And it's not one thing, it's a bunch of things.
Yeah.
So you might have to pay them 5 more, and you might have to have a Christmas bonus plan. You might, you know, you might have to upgrade your facilities.
Your lunchroom, all of that. But you need to. You need to look at it from your point of view. Right.
Okay. So would you say a really good strategy would be, no matter what lead the market in compensation.
I would just say it a little different and I. I would say have the ability to.
Oh, okay.
Because I don't know that.
I want, you know, I don't know that I want people to think that way in the sense that oftentimes there's competition that's so bad and nobody wants to work there that they're paying people crazy amounts of money with crazy signing bonuses to come there.
And they leave after 90 days even though it paid more because it's such a terrible place to work. Right. And so.
If you do all the other stuff, I don't know that you're gonna lose somebody over three bucks, but be able to not lose somebody over three bucks.
Okay, that makes sense.
If you do the other stuff, that's going to happen way less. But you got to be able to. Like, how many times do we hear that somebody walked for two bucks?
Come on.
Yeah, but I usually find that that's not the real reason. It's just the excuse.
They say somewhere.
Somewhere in the middle is the truth.
Yeah, that's fair.
But we don't want it to be over 2 bucks or 3 bucks.
Right.
I mean, sometimes we'll let them. We'll let them leave just to leave because they're not a fit.
Yeah. I want the choice to be mine, not theirs.
Yeah. Thanks so much for watching this clip of Service Driving 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 to offers.chriscollinsinc.com now that's offers.chriscollinsInc.com I'm Chris Collins, and I'll see you in the next video.
