{"id":2471,"date":"2025-07-21T20:05:24","date_gmt":"2025-07-21T20:05:24","guid":{"rendered":"https:\/\/www.tvi-mp3.com\/blog\/?p=2471"},"modified":"2025-07-21T20:05:24","modified_gmt":"2025-07-21T20:05:24","slug":"building-tomorrows-technicians-today","status":"publish","type":"post","link":"https:\/\/www.tvi-mp3.com\/blog\/building-tomorrows-technicians-today\/","title":{"rendered":"Building Tomorrow\u2019s Technicians Today"},"content":{"rendered":"\n

In today\u2019s 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\u2019s Fixed Operations Specialist Ken Pletcher, that approach rarely delivers the results you\u2019re hoping for.<\/p>\n\n\n\n

\u201cThere\u2019s often a reason a journeyman technician is leaving another store,\u201d Ken explains. \u201cThe best thing you can do is grow your own\u2014and yes, that takes time.\u201d<\/p><\/blockquote>\n\n\n\n

So how do you \u201cgrow your own\u201d in a way that attracts talent, keeps them engaged, and creates a culture where technicians\u2014and service advisors\u2014want to stay?<\/p>\n\n\n\n

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.<\/p>\n\n\n\n

\"Building<\/figure>\n\n\n\n
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Step One: Map Out a Clear Career Path<\/strong><\/h2>\n\n\n\n

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

\u201cThere must be some sort of plan in place,\u201d Ken says. \u201cShow 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.\u201d<\/p><\/blockquote>\n\n\n\n

Here\u2019s how to get started:<\/p>\n\n\n\n

\u2705 Involve your team in creating the plan.<\/em> Don\u2019t 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.<\/p>\n\n\n\n

\u2705 Write it down.<\/em> Document the steps so they\u2019re clear and repeatable.<\/p>\n\n\n\n

\u2705 Communicate it in interviews.<\/em> When you show candidates a tangible plan for their growth, you\u2019re not just offering them a job\u2014you\u2019re offering them a future.<\/p>\n\n\n\n

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Step Two: Build a Culture of Mentorship and Training<\/strong><\/h2>\n\n\n\n

Growing your own technicians doesn\u2019t stop at hiring. Training and mentorship are the lifeblood of any successful fixed ops team.<\/p>\n\n\n\n

\u201cOngoing training is one of the most important things you can do at a dealership\u2014period,\u201d Ken emphasizes.<\/p><\/blockquote>\n\n\n\n

Manufacturers often provide structured training for technicians<\/a>, 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.<\/p>\n\n\n\n

\u2705 Create your own in-house training program for advisors.<\/em> Make it specific to their challenges. Role-playing difficult customer situations or shadowing a high-performing advisor can be game-changing.<\/p>\n\n\n\n

\u2705 Pair experienced techs with newcomers.<\/em> 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.<\/p>\n\n\n\n

\u201cIt\u2019s a great time in our industry for collaboration,\u201d Ken says. \u201cBut in either case, the key is willingness. Everyone has to want to learn.\u201d<\/p><\/blockquote>\n\n\n\n

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Step Three: Focus on Culture, Not Just Processes<\/strong><\/h2>\n\n\n\n

A dealership can have the most advanced processes in the world, but if it\u2019s not a fun place to work, turnover will follow.<\/p>\n\n\n\n

\u201cOnce you build a culture where people enjoy each other\u2019s company and find success in their roles, word gets out,\u201d Ken explains. \u201cPeople will seek you out because they want to be part of that team.\u201d<\/p><\/blockquote>\n\n\n\n

How do you build that culture?<\/p>\n\n\n\n

\u2705 Hire for attitude first.<\/em> Skills can be taught, but personality can\u2019t. \u201cI can teach someone how to be a technician or how to write service,\u201d Ken says. \u201cI can\u2019t teach them to be a happy, energetic person who enjoys being around people.\u201d<\/p>\n\n\n\n

\u2705 Celebrate collaboration.<\/em> When teams support each other\u2014advisors mentoring advisors, techs mentoring techs\u2014you build trust and loyalty.<\/p>\n\n\n\n

\u2705 Make the workplace enjoyable.<\/em> A cohesive team that enjoys coming to work is your best retention strategy.<\/p>\n\n\n\n

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