Out of the Crisis.Org

[Joe]

Greetings all. I need to run this by you to see if you can shed any additional light on it.

Last year, I had a tech working for me that had a family situation change, and as it turned out, he needed to find another job with a night shift. (The problem was the care of his son, which could not be accomplished if he worked day shift here) He found that job at a local dealership, working 3-11pm, and it seemed to be just what he was after. I spoke with him a few times over the 10 months he's been gone, just for friendly chatter. He left on good terms, is a personable guy, and got along with everyone.

Fast forward to a couple weeks ago when he contacted me. I kinda thought I might hear this story some day, but didn't expect it so soon - he's looking to get out of that dealer environment and asked if we could use him again. Well the truth of the matter is that yes, we can use him again. He covered a broad spectrum of repairs from driveability to engine replacements, so sure, we can all use a guy like that. The guy that replaced him last year is more limited than I prefer, given the amount of work we have on a regular basis, and I have put a half-effort into finding a replacement for him in the past. I have my one go-to guy who can do it all (read: most eggs in one basket currently), but it severely limits the scheduling in some cases when we get a flood of driveability concerns.

So I am at somewhat of a crossroads here. Sadly, my 2nd tech at this time has not shown near the improvement or willingness to learn, and has a hard time with retention of repair procedures. I could let him go and not shed a tear, but he'd be a good apprentice to the other two and could possibly learn and/or learn to retain. I'm not real sure that I need 2.5 techs, for a couple reasons: 4 useable bays, 3 lifts, one alignment rack. The biggest con for keeping the apprentice would be that the two experienced techs work well together and always got the work out efficiently. Hmmm, I may have just answered my own question there...

Anyone have any good advice on what I should do here?

_________________
Joe Fordyce
Service Manager
ARS Automotive
Pittsburgh, PA, USA

[Dave]

Greetings Joe,

You were doing ok until you asked for “good” advice. Any advice I could give is worth exactly what you pay for it.

I would have a concern as to whether the family situation has changed for the tech you are considering rehiring. Will he be with you for a while or will he be needing to find another night job soon? On the other hand, after tasting what another shop had to offer he may be more apt to stay with you.

It sounds to me like you are trying to fit a square peg into a round hole with your current second tech. I think you, and he ,will be happier if he gets a job that suites him better. In a larger shop he may be able to his niche and work at doing what suits him.

Based on what you say, I think I would rehire the former tech. Let the current second tech go, give him plenty of advance notice. Then work at making your shop as efficient as you can.

When hiring I look for three things, in this order, attitude, aptitude and lastly knowledge.

Sounds to me like you answered your own question.

Good luck,

_________________
David Wittmayer
Owner / Manager
Hansen Enterprises Fleet Repair, LLC
Camp Verde, AZ
www.hefrshop.com

[Louis Altazan]

Hi Joe,

Not much I can add to Dave's comments. I rehired two men over the years and both worked out very. I sold my original body shop to one and the other is still with me.

In regard to the present man, it sounds like there may not be room for him? If there is, he may make a good man with a little extra attention, you may now be able to give. If not, I think it is kindest to let him know and let him find work elsewhere. I would be honest about the reason, your other employee is coming back and you don't have room for three?

I find there is never any use in making a person feel bad about themselves and would offer him a couple of weeks severence pay. Who knows, you may be able to use him in the future, after he gains some experience and your needs change?

_________________
Louis Altazan
Owner/Manager AGCO Automotive Corporation
Baton Rouge, LA

[Tom Ham]

Joe:

Remember that when you rehire anyone who left you are sending a clear message to all employees that they may be eligible for the same treatment. Employees who had other opportunities (which you may not be aware of), but stayed, often feel (rightly or wrongly) like their loyalty gained them nothing. Also, I have noticed that most (not all) employees who are rehired do not stay long term. I'd also suggest that you ask opinions from your other staff before making the decision.

_________________
Tom Ham
AutomotiveManagementNetwork.com - Hams Management Systems

[Joe]

Gents, thanks so much for your input. Ya know, Tom, I never looked at it quite that way. I guess that's why my small mind needs to keep coming to you gurus to excite my synaptic capabilities.

O how the story changes though....

While kicking around the decision, and also digesting what you guys have told me, it turns out that a re-hire won't be happening. It would appear that he thought he could negotiate a higher pay rate than I feel he deserves, and so we came to an impass. Though it was briefly mentioned in our first conversation, I never really expected to be "hustled." Lesson learned, moving on without him.

_________________
Joe Fordyce
Service Manager
ARS Automotive
Pittsburgh, PA, USA