It is no secret that The Great Resignation has had a massive impact on every industry. According to the Bureau of Labor Statistics, 47.1 million people quit their jobs in 2021 and 2022 is seeing over 4 million people quitting every month.
In the automotive technician space, the constant evolution of vehicle technology only makes it harder for quick lubes to find and keep technicians who have higher level knowledge and training. Because good techs are hard to find, many companies are taking a more active approach to ensuring that their employees are content in the workplace, reducing the level of turnover. Here are some of the leading reasons why employees leave and what steps you can take to keep your top talent:
Don’t Ignore Pay
According to a 2021 study by The Pew Research Center, 63% of workers cited low pay as a reason they voluntarily left their jobs. With the current rates of inflation, it’s easy to see why pay is a major concern for technicians everywhere.
Some industry experts have pointed to flat-rate pay as a cause for turnover, where the employer estimates how long a job should take and pays the technician a preset amount, based on the projected time. This has been seen as unpredictable by some, since it relies on the number of work orders to keep technicians busy and paid regularly. If you are looking to avoid turnover, increasing pay or creating an environment of stability where your technicians have a clear idea of how much they’re earning could make a difference.
Create Room for Growth
A Mckinsey survey found that the top reason people left their job between April 2021-April 2022 was a lack of career development and advancement. If your technicians and service writers don’t see any chance for them to grow working at your quick lube, they likely won’t see a future for themselves there.
A way to combat this is to invest in training your employees and create paths to leadership. If you’re not sure where to start, check with your current suppliers. Valvoline partners get access to in-person and online training. Valvoline University, for example, is a state-of-the-art online training system that allows you to track your team’s progress while they work on quick lube specific courses at their own pace. Valvoline’s Trusted Advisor program provides hands-on classroom and targeted in-store coaching to help partners become more skilled at selling and performing services. Ensuring that your employees envision a positive future with your company can increase your chances of retention, as well as giving them something to work towards.
Set Your Team Up for Success
After an effective hiring process, the next steps in an employee’s journey can be the most crucial ones. As they say, you only get one chance to make a first impression, so make sure it’s a good one. The onboarding process at your company should include acclimating new hires into your work environment and culture. Take the time to introduce the team, even those who they might not be actively working with.
Workers Want Engagement
In a 2020 survey of workplace productivity by Gallup, the percentage of workers who are “highly involved in, enthusiastic about and committed to their work and workplace” reached a record high of 38 percent, even with many working from home due to COVID. Gallup’s analysis highlighted the fact that employee engagement during tough times is even more important, and therefore a necessary tool in the retention toolbox. Employer response to questions, queries, and concerns from their employees should be prompt and clear.
Set Your Quick Lube Apart
Highly functional companies have cultures that communicate clearly to their people: we care about you. They engage them, provide some flexibility, and model authenticity across their culture. It’s always been that way, even if “culture” wasn’t a commonly used term in the past.
If you want to attract exceptional talent and keep them on your team, then you need to clearly communicate that you care about your people.
