Getting the Most out of Your Shop’s EmployeesLarry has always paid his techs above average flat-rate commissions. In fact, he pays the highest commission rate of all the shops in his area. Larry prides himself on that and has always believed that money is the biggest motivator of people. But despite the generous pay plan Larry’s techs eventually leave to work at other shops. Even the best ones leave. That hurts his business. Why does Larry have this recurring problem? Learn the True Things that Motivate People Decades of research into human behavior has shown that money is a poor motivator in the workplace. Money does not encourage loyalty from employees, as Larry has discovered, and it certainly does not motivate workers to strive for excellence. Other things motivate people more than money does. Ignoring those things, or even trampling on them, can be disastrous, as Larry is experiencing. But nurturing those aspects of human behavior can yield great results for your shop. Let’s look at three basics of motivation and examine some easy ways you can apply them in your shop.
People are Born Motivated to Succeed – Acknowledge That FactYears ago a scientist named Maslow asserted that people are born with three innate motivations. We all are driven to survive physically, to belong, and to feel important, in that order. I am simplifying this a lot, but you can Google ‘Maslow’s Hierarchy of Needs’ for more detail. It’s very interesting. If your techs, then, come to you already motivated to achieve success, to be productive, and to become an important part of your business, what makes them leave? Simple. The way you run your business is demotivating them. Let’s see what might be wrong. Our Basic Motivation – The Drive to Survive Starting from earliest time, humans have been born with an inner drive to eat, to have proper clothing, adequate shelter and all the basic necessities of life. That means that every tech you hire already wants to earn enough money to pay his rent or mortgage, and to buy food, clothing and medical care for himself and his family. Make sense? If a tech is not earning enough money to provide all that for his loved ones, he is not lazy. If you hire intelligent, skilled techs but see them quit, the fault lies with your management methods. Do you hamper your techs’ productivity by making these three common mistakes?
- Do you assign only one car at a time to each tech, when they can easily take responsibility for two or three vehicles and plan their own work flow?
- Do your techs have a lot of dead time in each day, like when they have to wait for each new assignment or for you to sell the work? Keep them busy instead. Learn how to delegate your work flow better and then trust your techs to get it done.
- Do you avoid asking customers to buy upsells that your techs recommend because you promise every vehicle finished by 6:00 pm the day of drop off? Learn to manage your customers better.