My suggestions are: IN SUMMARY * If you are not in a 20 Group, get into one * Huddle your 20 Group members to confront your DRP insurers to stop the low collision repair rates so it will allow you to pay a livable hourly to your slower and newer producers on your floor * Huddle your 20 Group members to confront the factories that warranty time must change to CP times and easier to submit supplements * Start paying a livable hourly to your mechanical lower-level Techs. Have them flag their times and incentivize them with production bonuses over 40 hours * Start an hourly based retention / longevity bonus program * Talk with your Techs on a regular basis; you can't slay all of their dragons but they need to vent THAT IS JUST A START There are more suggestions: * Giving each Tech enough room to work on multi vehicles * Have porters fetch cars and parts * Consider the effect on the paychecks of your producers each time a consultant pushes a higher gross program 30 If we keep ignoring the problems, we will see more of this type of post in the Tech Blogs: " If you are smart enough to be a competent Tech on today's vehicles, you are smart enough to do something else. Do something, anything else " - 25 year Audi Master Tech Joe Henry is a son of a former Mercedes and Studebaker dealer. Joe worked as a Technician paying his way through college by wrenching. After college Joe was an underwriter and consultant of mechanical breakdown programs and insurance. A Dealer friend talked Joe into leaving the insurance industry and taking many positions in all aspects of Fixed Ops of the dealership. In 1998, the dealership was sold to a consolidator. Because of Joe's recruiting skills, he formed ACT Auto/Truck/Tire/Collision Staffing. Joe's company serves over 3,000 rooftops in recruiting and staffing. Some of his dealers are second generation since starting with ACT.