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Building Tomorrow’s Technicians Today

In today’s fixed operations world, one challenge keeps rising to the top: finding and keeping qualified technicians. For many service departments, the temptation is to hire journeyman techs from other dealerships. But according to TVI MarketPro3’s Fixed Operations Specialist Ken Pletcher, that approach rarely delivers the results you’re hoping for.

“There’s often a reason a journeyman technician is leaving another store,” Ken explains. “The best thing you can do is grow your own—and yes, that takes time.”

So how do you “grow your own” in a way that attracts talent, keeps them engaged, and creates a culture where technicians—and service advisors—want to stay?

Ken shared his insights from decades of dealership experience, and his advice offers a blueprint for fixed ops leaders who are ready to build strong teams from the ground up.

Building Tomorrow’s Technicians

Step One: Map Out a Clear Career Path

One of the biggest mistakes service managers make is hiring an entry-level lube tech with no plan to help them grow.

“There must be some sort of plan in place,” Ken says. “Show them how they can move from entry-level to journeyman within a 3-5 year timeframe. That career path is critical if you want to attract and retain talent.”

Here’s how to get started:

Involve your team in creating the plan. Don’t design the roadmap in a silo. Bring in your shop foreman, service advisors, and even your factory rep to identify the skills, training, and mentorship required for advancement.

Write it down. Document the steps so they’re clear and repeatable.

Communicate it in interviews. When you show candidates a tangible plan for their growth, you’re not just offering them a job—you’re offering them a future.


Step Two: Build a Culture of Mentorship and Training

Growing your own technicians doesn’t stop at hiring. Training and mentorship are the lifeblood of any successful fixed ops team.

“Ongoing training is one of the most important things you can do at a dealership—period,” Ken emphasizes.

Manufacturers often provide structured training for technicians, but Ken points out that service advisors are often overlooked. Their training, if provided by the OEM, rarely aligns with the realities of daily dealership life.

Create your own in-house training program for advisors. Make it specific to their challenges. Role-playing difficult customer situations or shadowing a high-performing advisor can be game-changing.

Pair experienced techs with newcomers. Veteran techs can pass along mechanical wisdom, while younger techs often help seasoned pros navigate new technology and software. This two-way mentorship benefits everyone.

“It’s a great time in our industry for collaboration,” Ken says. “But in either case, the key is willingness. Everyone has to want to learn.”


Step Three: Focus on Culture, Not Just Processes

A dealership can have the most advanced processes in the world, but if it’s not a fun place to work, turnover will follow.

“Once you build a culture where people enjoy each other’s company and find success in their roles, word gets out,” Ken explains. “People will seek you out because they want to be part of that team.”

How do you build that culture?

Hire for attitude first. Skills can be taught, but personality can’t. “I can teach someone how to be a technician or how to write service,” Ken says. “I can’t teach them to be a happy, energetic person who enjoys being around people.”

Celebrate collaboration. When teams support each other—advisors mentoring advisors, techs mentoring techs—you build trust and loyalty.

Make the workplace enjoyable. A cohesive team that enjoys coming to work is your best retention strategy.


A Career Path for Everyone

Ken’s own career is a testament to what’s possible in fixed ops.

He started as a lube tech at a Mercedes store and worked his way up to service advisor, service manager, and ultimately service director. Along the way, he discovered a passion for helping others succeed in the dealership environment.

“What’s wonderful about this industry is that you don’t need a college degree to build a rewarding career,” Ken shares. “There are so many avenues—service, parts, sales, management. If you’re willing to put in the effort, you can achieve whatever you want in the dealership world.”


The Takeaway for Fixed Ops Leaders

If you want to solve your technician shortage and create a high-performing service team, start by focusing on people—not just processes. Build a clear career path, invest in training, foster mentorship, and create a culture where people want to work.

Because at the end of the day, happy employees mean happy customers—and that’s the ultimate driver of growth in fixed ops.

For more expert insights, check out TVI MarketPro3 Insights.

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