Reman Your Shop

Your shop’s biggest roadblock isn’t the workload—it’s the mindset driving it...

TL;DR

• Effective communication: Technicians thrive when they feel heard—make communication a two-way street.
• Streamlined workflows: Improve efficiency by eliminating roadblocks and letting techs focus on core tasks.
• Personalized coaching: Tailor development plans to each technician’s strengths and goals for maximum impact.

The Power of Being Heard

One of the biggest barriers I’ve seen in shop culture is the feeling of being stuck. Technicians start complaining, service advisors feel disconnected, and the management team gets frustrated by the lack of progress. Sound familiar? But here’s the reality: complaints are symptoms of something deeper—unaddressed communication gaps.

In my conversation with Jonathan Carr , President and Founder of Vehicle Reman on the Wrench Turners Podcast, we talked about how, as leaders, we often focus too much on problems without thinking about what can be changed.

Jonathan said it best:

"If you're not communicating to the customer... everybody's life sucks. Your life sucks. The technician's got to go back and redo stuff. It's just a mess."

Technicians want to feel heard and respected. When they don’t, frustration builds, leading to negativity and even resentment. But the flip side is this: good communication creates connection. When you start to actively listen, engage with your team, and follow through, you build trust—and that trust translates to a more productive, happier team.

Coaching Session 1: Elevating Team Communication Objective: Shift from frustration and complaints to open, proactive communication where technicians feel valued and empowered.

Steps for Leaders:

1. Weekly Team Check-ins: Create a space where technicians can voice concerns constructively. These 10-minute huddles should focus on solutions, not just problems.
2. Ask the Right Questions: Instead of asking, “What’s wrong?” try, “What can we improve today?” This simple shift moves the conversation from complaints to action.
3. Follow Through and Feedback: It's easy for technicians to lose faith if they feel their input goes into a void. As Jonathan pointed out, "If technicians aren't heard, their frustration builds, and that doesn’t help anyone." Commit to acting on feedback, even if it’s just small changes at first.

Want more of Jonathan’s insights on communication? Catch the full episode of the Wrench Turners Podcast here:

Jonathan Carr of Vehicle Reman - Wrench Turners Podcast - on YouTube

Streamlining the Workflow for Peak Efficiency

Ever heard the same complaints about inefficient processes day in and day out? Technicians are waiting on parts, repairs are taking too long, or jobs are being done twice because of miscommunication. When the workflow isn’t smooth, everyone loses, and it’s easy for your team to start blaming the system.

Jonathan and I discussed how easy it is for inefficiencies to snowball into frustration. He shared a great insight:

"Technicians are artists. If they're bogged down with nonsense tasks, it devalues their skill."

Rather than letting these complaints define your shop, focus on what can be changed. Technicians are there to do what they do best—repairs. The more time they spend on non-core tasks like paperwork or waiting for parts, the more likely they are to disengage. You can’t change every external factor, but you can streamline their workflow to eliminate unnecessary obstacles.

Coaching Session 2: Refining the Workflow Objective: Move from frustration over inefficiencies to action by streamlining processes and focusing technicians on high-value tasks.

Steps for Leaders:

1. Observe with a Fresh Perspective: Take a step back and observe your shop’s workflow as if you were a new hire. What’s slowing things down? Don’t just look for the obvious. Small bottlenecks add up.
2. Delegate Low-Value Tasks: Identify tasks technicians should not be doing. Are they handling paperwork that someone else could? Jonathan put it perfectly: “When a service advisor doesn’t pass along the right information, it’s a disservice to the technician.” Clear roles free up your team to focus on what they’re great at.
3. Implement Time Audits: Have technicians document their activities for a week. This often reveals hidden inefficiencies, and once identified, they can be fixed. This is about taking control of what can be improved instead of getting bogged down in frustration.

Curious to learn more about Jonathan’s approach to running a shop? Check out our full conversation in the Wrench Turners Podcast on Spotify

Personalized Coaching for Sustainable Growth

A common trap I see is the belief that technicians should all follow the same path. This leads to a one-size-fits-all approach, which can breed dissatisfaction. The problem? No two technicians are the same, and trying to force everyone into the same mold will only create frustration and disengagement. The challenge is moving from a generalized approach to a personalized one.

On the podcast, Jonathan talked about his early days managing a shop:

"These guys have forgotten more about fixing cars than I’ll ever know. It was humbling, but it made me a better leader."

The key here is humility and personalization. When you recognize that each technician has unique strengths, experiences, and growth potential, you create a culture of learning and motivation. Instead of focusing on what technicians don’t know, focus on their individual skills and how to help them grow. This approach shifts the mindset from “what’s lacking” to “how can we build on what’s here?”

Coaching Session 3: Personalizing Technician Development Objective: Move from a one-size-fits-all approach to personalized development plans that foster engagement and growth.

Steps for Leaders:

1. One-on-One Development Meetings: Schedule regular, meaningful one-on-ones where you discuss each technician’s personal goals. Ask them, “What skill would you most like to improve over the next six months?” This turns the conversation from complaints about limitations to excitement about opportunities.
2. Tailored Growth Plans: Don’t assume every technician needs the same training. Customize each plan to suit their ambitions. Jonathan said it well: “It's not just about leveling up your team—it's about personalizing that journey so they feel supported.”
3. Recognition and Reward: Celebrate progress. Whether through verbal praise, a bonus, or a new opportunity, technicians need to feel that their growth is valued. Small wins can lead to big morale shifts.

Want more tips on coaching and technician development? Hit my DMs, and ask any question you have.

Worksheet: Coaching Questions for Shop Foremen or Senior Technicians

Use this worksheet to facilitate deeper conversations with your team. These questions will help you uncover insights about communication gaps, workflow inefficiencies, and personal development goals.

Section 1: Communication

Open-Ended Feedback:

• What has been your biggest challenge communicating with service advisors or management?
• How can we improve the way we share important updates or repair information?

Listening & Engagement:

• Do you feel your input is taken seriously? What changes would help you feel more heard?
• What do you need more of from management to succeed in your role?

Section 2: Workflow Efficiency

Current Workflow Evaluation:

• What part of your daily workflow causes the most delays?
• How could we make that process smoother?

Task Delegation:

• What tasks are taking up your time that could be reassigned to someone else?
• Do you have the right tools and resources to work efficiently?

Section 3: Personal Development

Goal Setting:

• What’s a specific skill you’d like to develop over the next six months?
• How can we support you in reaching that goal?

Training & Growth:

• Is there any specialized training you’re interested in?
• What’s one area where you feel you could improve with the right guidance?

As Jonathan and I discussed on the podcast, being a leader in the shop isn’t just about managing workflow—it’s about empowering your technicians to grow, communicate effectively, and feel valued. When you prioritize these three areas, you’ll see a big improvement in your shop’s overall performance.

And remember,

Negative Pushes,

Positive Pulls,

And always clean your toys before you put them away.

j.

If you're interested in being on the show, and you're currently in a dealership, independent service center, Marine Shop, Shop or Mobile HD repair, Off-Road Repair Facility, AG, or any Mechanic industry, please send me a DM. I would love to have you on the podcast.