menu
Insights

Valuable insights of the auto
industry and service drives.

Data
Expectations
Social Media
Strategies
Targeting
Service Business

Cutting Costs in the Service Department

Data-Driven Decisions in Fixed Ops

The Value of the Dealer-Technician Relationship

Dealership Technician Retention and Recruitment

Digital Solutions Transforming Fixed Operations

How to Optimize a Dealership BDC for Fixed Operations

Dealership Service Departments Recall Management

The Real Cost of Lost Service Customers

Warranty Work Without the Wait

Workforce Strategy for Fixed Operations

Dealership Technician Retention and Recruitment

The technician shortage isn’t just a staffing inconvenience; it’s one of the biggest threats to dealership profitability in 2026. With technician demand far outpacing supply and an aging workforce exiting the industry, dealers who fail to build intentional, people-first retention strategies will struggle to maintain throughput, CSI, and revenue.

According to the TechForce Foundation, the U.S. will face a shortage of nearly 500,000 automotive technicians by 2028. The gap is widening faster than schools can fill it, and dealerships must become more creative, strategic, and genuinely human in their approach to retaining great techs in the shop.

Technician-Retention-and-Recruitment-for-Dealership-Service-Drives

To understand what’s actually working on the ground, we spoke with two TVI MarketPro3 Fixed Operations Specialists, Ken Pletcher and Bryan O’Reilly, who shared the realities behind technician motivation, culture, and long-term loyalty.

Start With Understanding the Technician as a Person

Ken Pletcher stresses that the most effective retention strategy begins with something surprisingly simple: meeting with your technicians and understanding their personal goals.

“To help prevent the erosion of your technician team, meet with them. Find out what their goals are,” Ken explains. “If you have a technician whose goal is just to maintain their household and they’re not looking to be 120 or 130% efficient… You have to understand their needs and goals.”

This is where many service departments fail. Managers often assume all technicians are motivated by the same things: hours, efficiency, and productivity bonuses. But the new generation of technicians values:

  • Work-life balance
  • Predictable hours
  • Skill development
  • A respectful culture
  • Opportunities for growth

National surveys support this finding: The Motorist Assurance Program reveals that young technicians prioritize clear growth paths over pay and say the shop environment influences their career decisions more than compensation alone.

Ken agrees:

“Pizza parties once a month or once a week isn’t [the solution]. It’s got to come from a truly caring place… Technicians are people, and we have to hear and feel what their needs are.”

In other words: build a culture, not a gimmick.

Align Technician Goals With Department Goals

Once you understand what motivates each technician, your next step is alignment.

“Usually their goals line up with the service manager,” Ken notes. “How [efficiently] can we get a job through your bay? How many hours can we help you produce? How many obstacles can we remove out of your way?”

Helping technicians reach their goals, not just the store’s, creates mutual investment. When techs see managers removing barriers (parts delays, unclear dispatching, insufficient tools, inaccurate repair information), loyalty grows naturally.

Culture and Career: The Two Words That Matter Most

Bryan O’Reilly emphasizes that pay issues didn’t create the technician shortage; it was created by the industry’s failure to offer technicians a career, not just a job.

“It has to be approached by the owner, by the managers, that this is a career, not a job,” Bryan says. “We had technicians that made fabulous money… but it’s about the culture of the store. It’s about the facility. It’s about how they’re treated.”

Even worse, techs often leave for only a few more dollars per hour because they don’t feel connected to their workplace.

Bryan captures this perfectly:

“To lose a great tech for a couple of bucks… It’s a shame because it really is beyond that.”

What does “beyond that” mean?

Culture. Respect. Modern facilities. Clean workspaces. Good communication. Being included in decisions. Transparent leadership. Real recognition.

These aren’t “soft” factors; they are retention drivers.

The Most Successful Technician Recruitment & Retention Strategies for 2026

Drawing from Ken, Bryan, and current industry trends, the dealerships winning the technician war are doing the following:

1. Building mentorship and apprentice pipelines

  • Partnerships with local tech schools
  • Sponsored tuition or tool-purchase assistance
  • Apprenticeship programs with experienced mentors
  • Guaranteed pathways to full-time employment

This directly reflects Bryan’s point about treating the job as a career from day one.

2. Making retention a leadership responsibility, not an HR checklist

Ken’s approach: meeting with technicians individually fosters trust and identifies obstacles that impact performance and satisfaction.

3. Investing in modern facilities and equipment

Outdated and cluttered facilities can reduce technician satisfaction and productivity. Shops that invest in layout, lighting, tools, and technology have a better chance of keeping their techs long-term.

4. Creating transparent growth paths

  • Level systems (Tech I, II, III, Master)
  • Training roadmaps
  • Certification incentives
  • Quarterly review check-ins

Technicians want to know the next step—and how to get there.

5. Prioritizing work-life balance

Younger techs overwhelmingly reject the “60-hour shop week” culture. Policies that help include:

  • Flexible shift options
  • Four-day workweeks
  • Predictable scheduling
  • Rotational Saturdays

6. Compensation that rewards skill, not just speed

Some stores are shifting from pure flag-hour structures to hybrid models that include:

  • Hourly guarantees
  • Production bonuses
  • Team-based incentives

This reduces burnout while still rewarding excellence.

The Bottom Line

In 2026, the dealerships that win the technician war aren’t the ones offering the biggest sign-on bonuses. They’re the ones providing the strongest culture, communication, clarity, and career development. Technician retention isn’t an HR project. It’s a leadership philosophy, and the dealerships that embrace it will dominate service performance for the next decade.

Grow Your RO with TVI MarketPro3.

Let's get moving. Get your customized marketing plan today.

Thank You! A representative will reach out to you shortly!
Next
Captcha
Submit

View All

Follow Us

© 2025 TVI-MarketPro3 | Privacy Policy

Sign up for email updates