No matter what strategies you put in place in an effort to find new employees, just be sure that you cast a wide net and ensure that you find someone who has the desire to be in the shop, no matter what role it may be.
There are very few problems in business today that transcend industry quite like finding good employees. It’s an issue at any office, in any industry, all over the country and even the world. That being said, there are few industries which have struggled to find good employees the way the engine building/rebuilding industry has.
Payday. While it is music to an employee’s ears, payday presents logistical and legal challenges for your company. One of the chief challenges is ensuring your employees are paid properly under the Fair Labor Standards Act (FLSA).
Having difficulty finding talented employees? Take a good hard look at the engagement level of your existing employees first. Spending the last 20+ years in business consulting, the past 10 in my own practice, I have too often heard the plea “we can’t find good people” from business owners and/or management personnel. In fact, if you’re a shop owner or manager, there’s a very good chance you’ve said this yourself at one point or another.
When it comes to a small business, every penny counts, just like every employee counts, in the successful operation of the business. But with health insurance and major benefits being too expensive for most small businesses to offer, how do you balance being able to recruit and retain good employees with benefits and incentives while keeping an eye on the bottom line of the business?
The cold, hard facts make it abundantly clear: Companies, including automotive shops, need to change how they treat employees, not only if they want high retention rates, but simply if they want to succeed.
Human Resources is often so intimately involved in the day-to-day operations of a company that a lot of employers wonder if they could ever effectively outsource it. Small business can not only effectively outsource HR to a managed services team, but can run a stronger company and more productive workforce with an external HR consultant, or managed HR services provider.
Studies say that employees who are happy tend to be more productive than those who aren’t. Engine shops looking to boost employee morale without breaking the bank should consider these five simple, inexpensive ways to give back to their employees.
Many colleagues in the industry seem to be confused about managing labor inventory in their shops. Much of the confusion comes from the terminology thrown around the industry and because the definitions for these terms vary. I would like to clarify, from my perspective, what I believe to be the proper terminology and formulas for managing labor inventory.
Over the last 15 years, since Terry Keller started helping shop owners in 1999, he has seen every pay plan known to man. He’s heard every possible variation of the same question: “How can I pay my team in a way that motivates them without eating all of my profits?” If that sounds familiar, you can rest assured that you’re not alone.
There is an expression that has been around our industry for decades that says if you run a good, ethical business, the one thing you should never do is “steal” employees. If you agree with that philosophy, this is one article you may want to read.
One of the single greatest challenges engine shop owners face today is finding and hiring superstars. Here are some tips that will help you hire the stars.