Industry friends, I took a short hiatus from writing my monthly articles, and I am now back and happy to be in the saddle and sharing my thoughts with all of you. I appreciate all the love and support from my readers and look forward to a fantastic 2023 and beyond!
Last week, we had a robust conversation in our mastermind meeting regarding how to communicate, manage, lead and train the next generation of automotive professionals. Many of us that have been in the industry for a long time, over 30 years for me. I came to the industry when it wasn’t very friendly to newcomers. Most of us started out being treated like second-class citizens until we could prove ourselves by keeping the shop clean, changing endless amounts of oil and putting up with getting yelled at when we tried to hang out with the senior techs, hoping to learn a nugget that we could use one day.
Today we are all dealing with a massive technician shortage and only the employers of choice are going to survive. The era of staying fully staffed without offering full benefits, great pay and workplace flexibility is coming end. We all must work to have great cultures where positivity, encouragement and professionalism are the norms. Communication is key to keeping employees engaged, especially the younger generation.
Learning from Gen Z
Instead of becoming frustrated that the new generation is not willing to live to work, we need to learn from them! Gone are the days when people want to spend extra hours at the shop rather than with their friends, families and hobbies. We all know life is short and I have heard of more deaths in our industry comrades over the last 12 months than ever before. As shop owners who make our businesses our lives, how about we let go a bit and enjoy the fruits of our labor?
Leveraging technology to make our shops more efficient and convenient can help reduce the hours we need to be in our buildings. Leveraging online appointments, early bird drop boxes, after-hours key boxes, text-to-pay and loaner cars are a win-win for both our employees and customers. I have seen shops reduce their hours, not miss a beat in sales and increase employee engagement.
Including Gen Z
The biggest part of the conversation was about training the next generation. In reviewing statistics around Generation Z, we find that they crave working for a manager who takes a vested interest in their professional and personal development. That is worth reading again, professional AND personal! Even though they grew up with YouTube and TikTok, they don’t want to be shoved in front of a computer to watch videos as their only training. They want to work side by side with someone who will show them the ropes and invest quality time.
More than ever, the new generation wants to feel like they’re part of a team and included in their new “work family.” Simple things like company swag, team building events, meals together and going to training events together go a long way in building future employees and ensuring our industry’s future.
Here are some practical action items that you can put into practice that will help you attract, hire, train, and retain new employees who are new to the industry.
- Open your net to include hobbyists, enthusiasts and recent graduates.
- Have documented policies and procedures. Put them on video and in writing.
- Create an orientation program that includes classroom and hands-on training.
- Create a “first 100 days” onboarding and training program, with milestones and rewards.
- Whether you do it yourself or spread the load among your other employees, give them a “go-to” person who will take the time to show them and teach them.
- Don’t pair them up with someone who won’t have the patience or who will potentially spread negativity about the company or industry.
- Reward them not only for their technical progress, but for their character, communication, and work ethic as you see them progress.
- Remember that you didn’t master the skills you have just being shown something once; don’t expect the same from them. Mastery takes time to both teach and to learn.
We can all continue to be frustrated at the lack of qualified candidates and that the Gen Z’s don’t have the same views and priorities we do, or we can turn that energy into fascination and learn how to better develop new talent and dominate the next decade! Until next month, my friends…
Dedicated to Transforming our beloved industry,
Greg Bunch
[email protected]
