Hi, it\u2019s Alex from Progi.<\/p>\n
To wrap up Capacity Month 2025, I want to talk about your employees, and more specifically about Robert.<\/p>\n
Robert is that reliable guy. A native Canadian, probably in his fifties or older. He might grumble now and then, but never in a serious way. He can do any job quickly and perfectly. He\u2019s got strong work values. Most importantly, he does what he\u2019s told, and he does it well. The dream.<\/p>\n
The good news is that Roberts make up the largest demographic in the collision repair market right now\u201431%, if memory serves.<\/p>\n
The bad news is they don\u2019t have a hundred years left in the workforce. Another bad news: there aren\u2019t enough Roberts to go around. And one more: not all Roberts have the same skill level.<\/p>\n
Still, I know plenty of managers who, if they had a magic wand, would fill their shops with Roberts, in search of that oh-so-sacred experience.<\/p>\n
But now, Roberts are leaving. So, what are our options?<\/strong><\/p>\n We can beg Robert to stay. And we\u2019re seeing all kinds of strategies to keep him: stay, but just two days a week; stay, but only half-days; stay on as a trainer; stay and work whenever you want. It\u2019s interesting, sure, but it\u2019s like patching a rusted exhaust with caulking. You know it\u2019s only a temporary fix.<\/p>\n Automation? There are certainly some interesting options available, especially for the paint booth, but they require significant investments. Plus, they don\u2019t do everything, and it\u2019s important to remember that a skilled technician needs to stay nearby to adjust the machines.<\/p>\n So, these are not the most relevant solutions because they don\u2019t develop the skills your shop needs in-house.<\/p>\n That leaves us with two other main options: youth (sometimes almost youth) and immigration. And trust me, if you think these are easy solutions, you\u2019re in a for a ride.<\/strong><\/p>\n Other generations and people from diverse backgrounds come with different work values and with skills that are less developed or developed differently. If you\u2019re not careful, and unless you get lucky, you will likely fall short on the quality, output and overall balance you want to achieve.<\/p>\n It calls for a mindset that goes beyond wanting to hire people. It\u2019s about shaping your shop under desirable conditions and creating a strong culture within your company.<\/strong><\/p>\n Simon Sinek once said in a keynote that we shouldn\u2019t run a business like we play a football game, as if the clock eventually runs out, we tally the score, and boom, we win. No, it\u2019s an infinite game. Investing in your culture (as well as training and innovation) is something you do every day, forever. Ignore your culture, and it will manage itself, with results like high turnover, a heavy atmosphere, and work quality that doesn\u2019t measure up.<\/p>\n You don\u2019t need to hire a senior consultant to know what you want your shop to feel like. A starting point can be a sheet of paper where you jot down a few words about who you want to be as a company and how you want to embody that. Start small and build from there.<\/p>\n A few tips for building your organizational culture:<\/strong><\/p>\n At the end of the day, running a business is a human journey. No matter what preconceptions you may have, there are talented young people who will shape your future and gems to be found in diversity. It\u2019s up to you to offer them a space where they can reach their full potential.<\/p>\n\n