- Dissecting Chapter 6 of Excellence Wins by Horst Schulze – “more than a pair of hands”.
- Sharing of great hiring practices.
hiring
How to create the General Manager Position as a Process
- Six Balls a General Manager juggles masterfully
- Must items for a General Manager
- Attributes for Success
See “Top Ten” SOP 307 below as a reference.
- Being and Becoming a Crushing General Manager “CGM”
- Six Balls / Must Items / Top Ten / Attributes
- General Manager Sample Duties List See DropBox SOPs
Downloads
- 0601 – SOP – Recruiting
- Recruiting Process for People
- Keeping Your Bench Process Full
- Finding the Best Fit Process
Downloads
Gary Gunn, AAM shares some examples of flexible auto repair hiring processes and how they can benefit automotive repair shops. Would you consider changing to four day work weeks, or even hiring only technicians who hunt or have farms? Gary provides examples of shops who did – and, believe it or not – these hiring practices for employees were huge successes for decades!
How could being more flexible in your hiring practices benefit your mechanics and service writers? What about you? Couldn’t you use less stress in your daily life as an auto repair shop owner? Can you think of any other benefits to attract quality mechanics and front of house staff? Don’t miss this video – it could save your automotive shop!
Hiring Process Discussion Recap
When this Working On It Tuesday clip opens, Gary quizzes Brian Pickens on what he’s learned from the class. Brian listed several areas of his automotive business that needed work. He admits he is currently understaffed and his people are burnt out. His previous hiring process proved ineffective and he needs to become more flexible in order to attract the right people.
When Gary polled the class about whether changing hours to help employees’ work-life balance would help, they agreed. Perhaps they should poll staff to see what would work for them. Brian added that he needed to put his foot down, because the current work environment was leading to squabbles between coworkers and grumpy customers.
Hypothetical Candidate Interview
Gary then paints a picture of an interview with a potential new technician. The candidate required a four day work week before he would accept the position, and that is unprecedented in your shop. Otherwise, he is the perfect candidate, and you need him. The next step is gathering your staff and making that four day work week possible. Gary and the callers all provided examples of how to make that happen, including many nurses’ three day work week working 12-hour days.
Flexible work schedules in auto repair are not a new phenomenon! Gary told a story about a shop he used to sell lifts to in Texas. They implemented a four day work week, and employed staff who only liked to hunt. Hunting was an important part of the culture in that area. Since the staff knew they wouldn’t have to work on certain days, they could all relax and bond over their common interest. Some of you reading may think that’s crazy, and it gives employees too much power. It worked out fine for the owner of that shop, who sold it after 27 successful years in business!
Learn More – Get Your FREE Strategy Session
Does your auto repair shop lack direction? Perhaps your business plan has stalled out, so you need an experienced automotive industry coach to help you. Then why not schedule a FREE business strategy session with Brian? You’ve got nothing to lose, so sign up today!
SOP Formation and Review
WOIT Discussion and Notes Formation and Review
Today’s Agenda Topic
Creating an Onboarding Process for New Hires (SOP-617)
To create a comprehensive onboarding process for new hires, so they will feel part of our team, while retention and productivity improves. There is nothing like knowing all the ins and outs of the new position.
Downloads
SOP Formation and Review
WOIT Discussion and Notes Formation and Review
- Hiring The Right People – SOP #118-8
- To create systems and processes to learn and execute, so we all can ensure we hire the right people / best fit people – so the customers win, staff members win, and the company wins. WIN_WIN_WIN with HTRP!
- YNR Library Resources found listed in SOP 118-8
- PDF of Monty’s book pages are in Dropbox
Downloads
SOP 0600-1 Formation and Review
WOIT Discussion and Notes Formation and Review
Comprehensive Review: Hiring and Recruiting
Have you ever wondered how to hire effectively? To Recruit for bench strength?
- Learn about proven techniques
- Learn about resources for hiring and recruiting
Downloads
SOP Formation and Review
WOIT Discussion and Notes Formation and Review
SOP #0605 and SOP #0609
WHAT IS P.A.H.R.?
PAHR (we call it the Boston pronunciation of “PAR”) is a simple 4-step process that we developed to help organizations improve their hiring processes and increase their hiring and retention success. In 2013, we decided to create a process that captures much of what our company offers and give our clients some choices they can make to fit their differing needs. Throughout the process, you will find options for you to use in your organization.It is not meant to be all inclusive, but rather a starting point for you to create an effective plan.
SOP #605 – PAHR (Prepare – Attract – Hire – Retain)
SOP #609 – PAHR Process Word Doc
Downloads
If you are looking to expand your team and grow your business, you must put your systems and processes in place, so new hires can learn them. Otherwise, you’re in for a surprise with people winning stupid prizes by playing stupid people games.
What?! Yes, that’s right. Let me explain.
How many times have you hired someone who you thought was a promising candidate? Someone who interviewed well, passed your criteria, and looked like a winner on paper. Then, you hired that individual and found later that they were poor performers. Or worse, you thought they were just plain stupid.
Do you really think they were stupid? Seriously, after all that vetting, do you think you hired someone dumb? I would argue that you didn’t hire a foolish person. Instead, you had non-existent or poorly defined systems and procedures in place — if there was any documentation at all — and that “stupid” person was thrown into the fire with no procedural support system.
After all, we don’t hire dumb folks. Instead, we have lacking systems and processes that make them look stupid and force them to underperform.
In short, it’s not their fault. It’s ours. We failed them because no one is inherently stupid. But too many business owners don’t recognize this, and they continue pretending. They’re winning stupid prizes by playing stupid people games. Here’s what I’m talking about:
Stupid people…or stupid business practices?
I was talking with a shop owner recently. During the course of our conversation, he told me everyone he hired was stupid, and they never did what he told them to do. I asked him who hired them? There was silence on the phone. Was it the owner or the people? What prize do you think he won?
Quite frankly, it’s a stupid way to run a business.
Let’s rid ourselves of this “stupid” label and take a different approach.
If you were to build a house and laid the foundation before meeting with the architect, you have on your hands a failed and expensive home-building process. Your systems and processes dictate your success, and we have seen too many small business owners jump into action without having a solid plan called systems and processes in place. That is why Standard Operating Procedures or SOPs are critical to the success of any business.
McDonald’s and other major fast-food chains have learned how to streamline SOPs in such a way that the average 16-year-old high school student can train in one or two days and become highly productive within their first week of employment.
So here’s the question: What is preventing you from hiring intelligent and talented people who prove to you over time that they are worthy? What’s stopping your new hires from reaching success is your lack of Standard Operating Procedures guiding them steadily toward that success.
Let us help you solve your systems problems!
If you are genuinely searching for a streamlined system that will help your employees win, your business grow, and will lower your stress level, and you need to adapt well-thought-out systems and processes. When you work with You Net Results, we will take you through proven systems and techniques that will help your business grow. Our strategies help shop owners reach their next million dollars in revenue and help their company culture thrive as well.
Who do you know that could benefit from well-documented, seamless systems and processes? If you know anyone who could benefit, including yourself, please schedule a consultation with You Net Results. After all, great intentions don’t pay the bills. If you are willing to invest in yourself and your team, you are on the right track in avoiding stupid people games that waste your time and money.
At You Net Results, we dedicate many training hours to business systems. Our classes and coaching sessions address how to reduce mistakes and prevent lost details. To find out more, contact us for a complimentary consultation. Brian Gillis will discuss your business strategies and find ways to improve your annual revenue and company culture.
- SOP Formation and Review
- SOP #0605 PAHR (Prepare – Attract – Hire – Retain)
