In the competitive world of automotive repair, which deals with a shortage of skilled workers, talented technicians are prized and valued. Losing a key team member to another shop can feel like a personal and professional blow. However, it can also be an opportunity to reflect, adapt and grow as a leader. Here are three strategies to respond effectively when another shop recruits one of your technicians without getting into a bidding war.
1. Build a Culture of Retention
The foundation of any great team is a workplace culture that fosters loyalty. Erich Schmidt, owner of Schmidt Auto Care, a 14-bay facility in Springboro, Ohio, emphasizes creating an environment where technicians feel valued and motivated. His shop offers a four-day workweek, PTO, health, dental, and vision insurance, and even shuts down for a week at Christmas. Schmidt Auto Care stays warm during frigid winter temps and offers A/C in the summer so technicians have a safe and comfortable environment in which to do their jobs well.
Schmidt says, “Know your employees. Understand what motivates them.” For some, it’s money, but for others, it might be work-life balance, opportunities for growth, or access to the latest technology. By maintaining open communication and tailoring incentives to individual needs, you reduce the likelihood of your team members being swayed by a higher paycheck elsewhere.
Actionable Tips:
- Conduct regular one-on-one meetings to understand your employees’ goals and concerns.
- Offer consistent, structured opportunities for professional development, such as requiring 40 hours of training annually, which Schmidt demands.
- Celebrate successes, whether mastering a new skill or achieving a personal milestone.
2. Handle Departures with Grace
When a technician decides to leave, your reaction can have lasting repercussions. Schmidt recalls the first time a tech left his shop: “The tech gave two weeks’ notice after being offered more money elsewhere. It was easy to let him go because there was some toxicity.” Not burning bridges paid off; that technician eventually purchased the shop he moved to.
A professional approach ensures that your reputation remains intact – with the departing employee and your current team. “Our industry isn’t as professional as other industries,” Schmidt says. “We need to change that.” By handling exits professionally, you set a standard of respect that resonates across your business.
Actionable Tips:
- Always conduct an exit interview to understand the reasons behind the departure.
- Express gratitude for the employee’s contributions and wish them well.
- Keep communication lines open; you never know when a former employee might become an ally or return.
3. Reflect and Reinforce
A departure is also an opportunity to evaluate your business practices. Schmidt shares, “It’s harder to decide to leave us because we offer a better workplace for everybody.” Reflecting on why an employee left can help you identify areas for improvement.
In addition to providing competitive benefits, Schmidt ensures his shop stays ahead with state-of-the-art technology, from full ADAS capabilities to cutting-edge diagnostic tools. “My shop foreman has permission to purchase subscriptions and technology,” Schmidt says. “We don’t just talk about staying current; we act on it.”
Reinforcing your commitment to your team and investing in your shop sends a clear message: you value your employees and are willing to evolve to meet their needs.
Actionable Tips:
- Survey your team regularly to gather feedback on workplace satisfaction.
- Invest in technology and facilities to ensure a comfortable, efficient workspace.
- Partner with a business coach or mentor to maintain accountability and focus on long-term goals.
While losing a technician to another shop is never easy, the experience can catalyze growth. You can turn a potential setback into an opportunity by building a culture of retention, handling departures professionally, and using the experience to strengthen your business. As Schmidt wisely notes, “Make sure you’re fully communicating. Open communication makes it less likely for employees to be poached.” Ultimately, the best defense is a strong, engaged team that sees your shop as the place to grow and thrive.
