We have a new generation of technicians coming up into our industry and how do we deal with those new Tech's when they are ready to get placed in a job? Should we be doing something before? What should we be doing? How can we retain those techs? How do we engage with those Tech's well I've got all the answers to those questions on today's episode of body banging.
Welcome to body bang in your podcast for all things body, auto body that is and now introducing body Baggins host Micki Woods, Micki Woods marketing clicky is a form of auto Collision Center owner, and is now a marketing and business development expert to shops across the globe.
Hey, everybody, and welcome to today's episode of body bang in On today's episode we have with us Abe sells and today we are having him on because if you saw the episode two episodes ago, today's episode nine just to keep everything straight on episode seven. We had Kristen Battaglia come on and she talked about ways that shops could get involved with local schools. So now we have aid coming on this is almost like part two, getting more in depth with the whole
thing. And Ava is going to talk with us today because he is an icon instructor currently, and also is a teacher at these local schools. So Ava, I'm going to turn it over to you and just let you give a little bit of background on yourself. And then we can launch into this these things so that owners and managers can get a little bit more on board with all of this and figure out what exactly they
can do. And I think you're gonna have a great perspective today sharing some pain points on the other side that maybe we're not aware of. So go ahead and start us out with who you are what you're doing.
Oh, thank you making it's been I've been biting at the bit to do this when you approached me about it. So I'm really excited. So I come off to passion. It's just in my blood. I mean, oh,
you're good, go far.
easier. The word they say it's passionate. It's just because I love this field. But so yeah, I've been a combination tech for 30 years, give you a little background, I've been in the business as an icon, instructor welding instructor. Now, I'm a collision instructor for Taiwan Community College, and also just to be Career Center, here in Chesapeake, Virginia. So I've done that for what, six, seven years now solid. I used to be part time and then I also have my penis to
repair business. And you guys know what that is. But that's just like a short, sweet some of what I've done. And
I love it. That's perfect. So you listen to Kristen's podcast, and I'm sure you found it to be very interesting. And what are some potential pain points that we did, and I'm sure there's a lot but pain points that we didn't have time to hit on. And hers or maybe some things that you saw that you'd like to get more in detail with on today's podcast? What kind of hit you most that you're like, Oh, I can't wait to get on the call. There's this one thing?
Yes, I would say I see a disconnect with one thing, which she's talked about. Kristen talked about the separation between businesses and schools and getting on the visor committees. To me it was the best topic but also the understanding of the new generation tax understand how these kids are geared is really kind of opened my eyes You know, you know my son, I had him working Sharpie you know, so no, I am trying to get him to connect to an older generations can be challenging and it comes
off intimidating. So just to understand what these kids are geared these the kids when the commodity is there, unfortunately, the new digital age we can look up and find an answer like this. And so having that one of the drawbacks is is expect results and they want to know I did this what do I get for that? And I know what my students have a watch. I we talked about that quite often. So it trying to get the shops understand. I hear this a lot is the kids these days are lazy.
They're all lazy. Nobody wants to do this as a dying breed. The truth of it is, and I know we haven't said much about this, but we've been wanting to talk about it is the difference in wages. You know, for a kid that coming into this field is trying to get a competitive wage. That's that's really what it is. I mean, I mean, you spoke on the
phone. I said in my area, they could go to Target, pushcarts and for $15 an hour, right walk into the shop for eight $9 an hour you work in a field now of course we're talking to career compared to fishing carts and my kids didn't don't look at that long term effect. They're not seeing that because They get instant results. So I see that's one of them. That's really a barrier for shops understand is that that old school, you know, old school vibe Middle School mentality? Well, no, we are I
tell you good examples. When I come out, I was given 60 days, see how well I done? Never six day load up to the manager. I said, I said, Well, how am I doing? Yes, you still have a job. And I guess that's a good that's how and that's how I was. And if you didn't like it, there was another Bindman walk right in behind, right? We're not. Now we don't have that. Right, we have to start really thinking about kind of nurturing these
young kids. I know, I know, I have some businesses, I don't have time to babysit, I totally, totally, respectfully understand that. Right. But at the end of the day, guess what, they're still not coming through the door. So. So now what we got to do, we have to kind of take them under a wing and give them at least something to look forward to. I have a, I have a shop that we put together tool program.
It's like a tool cart, you know, just like a small tool, chest, anybody, any tech will tell you, it's nothing like pull out your own tools, and then work on your own jobs. You're not taking a tech away, say I need your 10 millimeter socket, you know, so I can take this bumper off, you know, yes, I have yours. Because you're like you're a pain in his butt now. Yeah. You have in the room, sort of tools and shots, who won a couple more shots now you're actually supplied? A set
of tools? Yeah. Do they?
Are they supplying the set of tools for the students in the class?
Yeah, I say come and work for them, they put a tool kit form and this will, okay, there's some way they get that retention is they say, hey, these are tools of Purdue. If you lose them, you misplace them, you got to replace them. It's just like, they were young tools. And after a year or whatever, you you make a contract with them, this tools become the students. Okay. So that's how I can keep some
retention. You know, retention is like, the biggest thing is like, you know, you're going to train these new young kids, then they get some experience, and they just move on to the shop and go on flat rate, but we call it right, you lose them. And so I understand that part. So I started working with smaller people, my charts with committees, I'm like, What if we had some kind of retention or like a pay structure like valuation? So every month, the court is saying, Where are we
at? You know, I know, some of my kids will say, I said, How are you doing? Because we do something called courroie. Co Op is on trend discipline. And so when I get feedback from like, Where's the disconnect? Is it training is knowledge, product knowledge? Is it he's on his phone? I mean, it could be a little bit of everything, and it has a sharper chance to look at this young kid, or female, actually, a lot of females lately, which is surprisingly alesina, because they got a good
eye for color. Yeah, they really do. But to see the difference in the growth, these kids really, really helped my program.
I'm totally I totally follow everything that you're saying. And I think you're absolutely 100%. Right. And the employees, the kids that are coming on the scene today are totally different than even 10 years ago, 20 years ago. I mean, I see at my own children, so and I've actually written articles on how to work with kids coming into the field. And you're right, they need that
feedback immediately. So if they're sucking, they need to know right away, if they're doing great, they need to know right away, and that needs to be consistent.
You did hit the nail on the head. And when I have my advisory committees, that's exactly what I say to them. Like, I know you guys are going to tell me like, as funny as when you've been in spiel like me. I've been on that side. I've been a tech I've taught I've trained kids, you know, so I've had them as mentor. So I said, I already know what you're gonna answer. I hate to say it's almost like a trimmer wife. I know what you're gonna say before you say, I know the
business. I'm like, Yeah, but please understand, if you give them a little bit of respect, a little bit of growth, they will be in your life. They will be there they are loyal, loyal kids, when you're when you take care of them treat, you know, right another thing crystal brought up was actually getting them to come to the shop. That is what we do. When every summer
kid gets hired. At the end of the year, we actually put like a manager advice shop manager actually give like a contract to the kid like your heart was kind of making like a big deal. Yeah, I know. You're, you're thinking this trade that you've learned and now you can be able to hopefully support your family, you know, your life. Yeah, just to try and make more value to it. That's, that's something I see it's helped also is that that that connection you keep
with that? Student? I tell you what does Another thing I see is different is the growth in training, expectation, hmm. Whether CSC whether it's eicar, whatever your training basis eicar is kind of like the standard, you know, for pleasure pair along with ASC. But having a program when I got when I got handed this job, it was kind of funny. gentleman named Roy Taylor. He got he's the one who got me into als taking a classes attack, and he come up to me says he would be a good
instructor. I said, Why say he said, because you listen to people, I said, I appreciate that. And so he got me as an icon struct. So I start, I construct probably, I don't know, maybe a year or two. And then I got pushed to GCC. And they walked me into college. He said, I want you to run a program. I said, Okay, I'm kind of interested. Not so but here's what I want you to do. Please, you tell me what you want. But please, let me help lay it out.
And that would be done. Because I will make my shot Marsh is a shop. Because my programs like a body shop. Awesome. No, they're there. It's the reason why it's called collision repair. We're changing from auto body. So think about high school. And anyway, you know, it's called auto body. Yeah, we call it pleasure. We call it please repair because it is a different
statement. It's a harder, creative training, the certifications that they get by taking our program, a kid Come on my program, the two year program is going to be pro level one for level two eicar certified and non structural refinishing, and can become welding certified. So when you see a lot, a lot of that you're bringing to the table gives more value. For that kid, it's green and saying, hey, please hire me. It makes you more, you know, hireable. So having a good
structure to me is let's help. I mean, my kids, there's a repair order. It's a timeframe. It isn't like, Oh, we got the whole class period to get fixed. It's not like that, because it's not how it is in the real world. In real world, I mean, collision repair Education Foundation, we get been fortunate grants, we've gotten so much money and this all went back to the tools I mean, having a resistance water, having plastic motors, so you can teach kids how to repair plastic bumpers, nitrogen
waters. Now Everything I have is updated. I said, I don't want kids to go into another shop and be like, what is this tool? Um, I was never taught this. Yeah, I don't want that when they walk in, I want to be comfortable. We're like, can you? Can you go and fix this bumper? Well, yes, I cancer. That's, you know, so,
you know, the staple. There's some stereotypes that used to be in and I used to be that person went into a shop, or school and that's instructors, nothing gets instructors, unfortunately, that's a whole nother story is admin finance will be able to support,
right?
A good program. Yeah, having the money to support the teach these kids, these trades. Being a technical school with a TCC, that's really helped us have a little bit more stability to provide that training. But, you know, some of the vocational schools just don't have that money. Yeah, like, collision repair Education Foundation, they have been such a huge help for the program. To me, it's, it's not even, I can't even say
it enough. It's just I mean, the program, people say your program grant, like, it's because of support. Yeah, for the business and support me isn't for, you know, the school support on down to, you know, having a place where you can get funding and money to help.
Now, are you getting a lot of support from your local shops?
Yes. Okay. Yeah, really? And, and I really think so about think I've got to say, I'm just fortunate, when I was already an icon instructor, people Tech's already had respect for me. So they already like, I know him, you know, if I say, Hey, I got a young tech, would you be interested? Don't like, oh, if you're teaching with it, you know, so some of that, I guess is kind of helped me. I try not to feed off that because to me, it's which you're, you're giving them in
that classroom? What makes a kid want to want to come and be, you know, attack. Yeah. And you make me touched it. He touched the ball. So when he said the way these kids are, we said that we these kids are good. These are the kids now we have to have, yes, kids got computer training, this can't have that knowledge. The programs that we have to do and recall. Calibration programs are just insane. Some of these older texts that they don't want to put the time in No, I'm good.
I'm good. I'm good. I'm good. Let somebody else doing
such a good point is we've got kids that are electronic freaks without even knowing it, because they're on video games are on their phones. They're doing zoom every day. I mean, they're on their computers doing everything in anything. How much more quickly could they learn and adapt to something that's technologically advanced versus somebody that's been in it compared to like, you know, even somebody my age, you know, I'm in my 42, compared to 42.
And plus you got, you know, then compared to a 20, something year old, they're on it, man. If there's even I'm, I've really, I finally hit the age where I'm like, Where? On my phone? I know, I can't find and the girls, my kids, their twin 15 year olds, and they're like, Mom, seriously? Oh, my gosh, so.
Yeah. Can I just turn like I said, I just turned 50. So, yeah,
wow.
That's a big change.
Yes, it's very different. Thank
you. I appreciate that.
Yeah, well, and
then it just goes in really.
They're just savvy, they're computer savvy, because they've had it around longer. They've been doing it longer. And they do it every day, all day. So it's easier for them to pick up those things. And, you know, what I find with my shop owners and managers is we're frustrated by kids coming up in the industry, even if it's just a CSR, CSR text, you have these, we'll call them kids, you know,
because we're so old. But these, these young uns coming into the industry, and we're frustrated with them, because we don't feel like they care. They show up late. Oftentimes, you know, we've got a lot of frustrations with them. And rather than sitting and complaining and moaning about it, I think you're presenting some really great solutions on Look, this is it, this is what we have to deal
with. But let's try to look at the positive side of it is they are more technologically advanced, because they want feedback immediately. Let's give them that they are they're not lazy. They're just different. You know, and there's there are groups of people that are lazy. It doesn't matter how old you are. You're right. Right. So so right. It's just different,
they're different. And we have to adjust to it just like our parents had to adjust to our generation when it came in, you know, they looked at us and went, What is what these kids you know, it happens, every new generation that comes up. So I think right now, so far, we've touched on just to kind of recap to make sure everybody's on the same page that's listening, we've got in order to retain these people coming in, we want to make sure we're giving them constant feedback. Whether it be
good or bad. I know with the ball column kids with the kids that I work with my shops work with, they really appreciate if they're doing something right, just like a Hey, that was great. I think with anybody, though, honestly, I'll work harder for you. If you're telling me what a great job I'm doing versus coming down on me. Another way to retain them is to give them a good hourly wage to bring them in. I think that's huge right now, like you said, My shops run
into the same thing. They're losing these young guys where they're not even coming in because they rather go work at in and out where they can get benefits and make more money an hour versus, you know, go work. And this is supposed to be a career like we're investing in these people. And if we're good to them, and we're showing that we care. You've seen it. I mean, we'll have longevity, how long have some of your in your shops that you work with? You've got text that have been there for 40
years? Right? 30?
Yeah, yeah. Yeah. And that's your you hit the nail on the head. Exactly. Making. To me, I think my biggest frustration is not taking I'll give you a good example. I had to say I had a shop that was starting this kid out. Satan knows now we're just saying that it was an hour and the kid had an opportunity to go do another job for $12 an hour. He goes,
why can't pay 12 an hour. And you know, I know the shoppers i saw i wouldn't say that rude, but they know me how I am only $2 an hour times 40 hours a week is what? You know, yeah. 80 bucks. Yeah, that's two labor hours where we're at. So So you're saying to labor hours? You can't afford to make that kid feel like he's the more appreciative
Right.
Right. Have you ever just thought about that TGT dolls nose? You know, it's your bottom line? I totally I totally understand that. They're going to keep them hourly. And give them a way to where they can grow with you. And then their expectation is within six months within a year. We need to put you on you know, where you can be on your own supporting
yourself. But by giving that structure is that really there's kids are just nurturing now they know to expect to know in six months, he's expecting me to kind of be in one house. So I need to start get that feedback. And you know, some kids are afraid to talk to, you know, in adults, because the reason why is unfortunately, we're dealing
with face to face contact. So if you're not used to, besides, if you're dying, if your dad's gonna yell at you, everything you do, when you're going to shop and you scratch your fender, you're gonna get yelled at, because it's real life. Yeah, and we kind of, we cuddle them too much. And to get them exposed to it. In the shop, I do the same thing. And in the shop, I let them know this, it's rough in there, they just like an easy walking apart. Well, and
technician jobs are lifelong jobs. These aren't just, you know, these are career jobs, and technicians are hugely valuable to shops, I mean, I would say one of the most not that, you know, everybody else is an important but what an asset, I mean, they're the ones responsible at the end of the day, making that vehicle safe to put a person or their family back at I mean, what a
commodity. So to invest some money up front on these guys to be able to retain them and hold on to them and make them feel appreciated. For me seems like, you know, it's, I get it, having been a shop owner, and that extra two bucks, and if especially if I've got a few people I got to bring on at once. And then if I already have somebody on the lower scale, then I you know, it's kind of like, then I gotta bump him up, because I'm bringing the new guy
in. So I understand it's not just, you know, as easy as we'd like to make it seem. But I think, and I'll relate this back to marketing, when I tell people in shops, you know, let's meaning to do marketing and market your shop. And they don't want to do it, because all they can see is you know, the $1,000 out a month or the $800 a month or whatever, but it's an investment, because they're looking at it like an expense.
And same thing that I would say applies to marketing applies to paying out your employees, you have to look at it like an investment, you are investing in these people to get the return on the other side and marketing, you invest your money for me to turn it around and make you even more money, you're investing in a quality candidate to come into your shop, spend the extra money, have him feel valued, or
her feel valued, work hard. And what you'll get on the flip side of that is going to be far more than that two extra bucks.
You know, I won't even in you won't even realize that that was done. Because what you just said is perfect. Because what you're doing is when you're exposing this young kid to a trade possibility, you're not running around like he is a problem and not an asset. You know, because what you have is you like, Oh, you know, I don't have time to teach you. I have students that has
got two or three jobs. And once you're told, you know, in, you know, one of the comments that on my co op paperwork, honestly says, supplier and tools. I'm like, Okay, if you're paying his kid $10 an hour, you expect them grades your toes, try to get stable on his own, have a life. And then also buy tools. We know the vibe. So yeah, I totally get
it. To me, I'm like, Okay, so let's just be a positive Porter says say find something positive, they're doing that they're not doing the impossible, then it might just be a bad egg. Yeah. Right. He just might be a bad egg. And that's what says about the cult. And we do it to school because by I guess the sharper chance to look at they're not tied down to you know, they're paying a
decent wage. And then after they're done that Co Op training Baker sit down with their reevaluation like, yeah, just not like you're like all Mackey is a shoe and
you're a great instructor, you're obviously putting out some great students and the shops around you are stoked. And there, they already are involved, I'm sure before graduation day, like Kristin talked about. But there are some others other instructors out there and programs out there where they don't have maybe the education to be able to educate these kids to the level maybe they that we're expecting the industry's expecting of them.
And that's I think that's where a lot of shop owner frustration comes from as we get these kids in the shops. And it's like, you guys can't even do the basics. Like what the heck are you guys doing in school? Can you speak on that? I mean, I don't want to bad mouth, anybody, but I know that it is a pain point for shop owners and managers. So what can we do in those situations?
Well see, to me I don't see it as a bad mouth. And it's just Is it true? Is it not true? Is it an instructor problem? not been educated enough? It can be some of them are still good instructors, but we're talking a different level. We're trying to train these kids that, you know, might be an adjuster or an X shop or maybe as a painter, that's gonna teach bodywork to you know, be willing to train yourself as the front
educated side. There's so many elements now to get training, you know, whether it's ASC eicar, you know, I'm close enough. They offer different training and stuff. So that's free too. You can get that as an instructor you become an instructor for I'll tell you this with the High Court, and they're going to give you your trainings and they'll let you learn all the curriculum in the trade. So then you can deliver it appropriately.
So there should be Knox is what you're saying for teachers.
Yeah, and I hate to say that, trust me, I've got broad shoulders, I can. My my thing is, is all looking er, because I've done this my life I made up with it. I love it not seen the goods and bad. Yeah,
but the truth is facts. The fact that knowledge is out there, that training is out there, it's whether you want to put that time out there to get that product, your, your, these kids into sharp This is gonna make you grow and no reason why you broke because what you put into, and that's true with any business, yeah, marketing. Same way, what you put in the time that you put down and you won't get it back wake up recruitment.
Like, I'll give you a good example right now, our school leisure recruitment day, it gets kids coming to talk to him. She's just she, when they are 1020 minutes with me, they're like, Oh, my gosh, I've had parents say, You make me want to take your program. Just because, I mean, cuz I care that much about it. Yeah, you got to make it, what it is, is how you're gonna make it, it's gonna be the pressure they're gonna get. So, you know, I think a lot of it is stereotype of not being educated.
Well, and there's an opportunity. I mean, if shops are out there, and they're frustrated by what their local school is putting out and producing and these students, Well, number one, they can potentially have students come and participate in their own shop to some level. But they also need to be aware that Kristen talked about and I talked with you a little bit about is getting on some type of what is it called? I forget the board where that you meet twice a year,
your advisory committee, your advisor, was called, you know, we have one, it's it's, um, businesses, the truth of it is is businesses come to us going to TCC say, we need a collision program. And so I Dean Valerie said, let's do it. So he started getting these business together. So getting feedback. And so now it's more value, because now these visits not to say so, I mean, I never I'm not that above anybody to say, there's something I'm doing wrong. I want to know, because
it's my name. My name is on the back of everyone and kids. Right, right. Right here with you. Right. Yeah. So, but yeah,
so they can participate? and have their voices heard if, if the technicians, you know, if the students coming out aren't to whatever level or they need something more above and beyond? And I would think that, okay, so maybe I'm totally off base here. But I would imagine an instructor is typically you instruct, because you're
passionate about what you do. So if there's a local shop that's like, Hey, I would love to hire some of your students, and probably several local shops, love to hire some of your students, but what you're putting out when they come and apply with me, it doesn't even cover the bare bones, I would think that most teachers, the reason why they're doing it is because there's, it's not for the big bucks, you guys aren't getting paid millions of dollars. It's because of what's
in your heart. So I would think that if you were to reach out to a teacher, they would be like, more than willing and open to I mean, I would hope to learn to find out what the shops need. So is that a potential that they could reach out? Even directly to?
Yes, yes, actually, that's, that's what it's so that, let me explain a little bit more difficult, like we do, which law school starts to do that. It's basically one on one. No, with the Natick students with an a tech, and they're giving them to all these tasks. It could be that repair could be r&r, it could be mobile repair, whatever it is, these are called objectives. And they have objectives. And so when they agree to that, they're gonna say, every time I work on this,
I'm gonna lower my hours. And I'm gonna write down how long it took me to do it, and how long it took money estimate. And so they logged these hours, they do 160 hours, total hours. And when they're done, they get graded on twice, they're evaluated, they sit down, I sit down with him, I go to the shop, could see To me, that's where it's at. I go to the shop, I sit down with a tech and I'm like, What are you seeing? What are you seeing with Jacob? What are you seeing with?
No, Michelle, what are you seeing? It's that you're not getting?
So that's happening in the shop. So you're sending Jacob or Michelle whoever to that shop, they have their X amount of hours they have to fulfill and then the atec reports back to you. And kind of gives you the report card.
Yeah, I give them I give a paper and it's broke down as clear as day on time on yourself. And it's extraordinary, sometimes solemn. And so he checks that box, and then they got comments, hateful comments what they think they need to be doing better. And then a student as I actually got to reflect on themselves. It's like what do you see that you can do better. And what that does is no, halfway through this Co Op, I'm sitting down, I'm like, all right, it says, yourself, man, you're on
yourself in a lot, huh? You understand this shop is paying you this bunch of dollars an hour, do you realize that a ticket your dog isn't paid by the jaw. So if he's on his cell phone, that's different, because it's not costing his shop at this cost. And it's all for you just be on your cell phone, right? You understand. And so those are kind of things. So it helps me get them back on track.
So by the end, I compare apples and oranges and I sit down, the shops are like, Alright, you said he was doing okay, here. And now at the end you're saying is doing great. So what's your plan? Because for me, I'll get it back. I'm like, Okay, are you? Can you? Can you put some kind of pay plan structure form? Is this potential for you? You see, because it kind of lets the shop like, I'm not wasting my time every day teaching these kids. If they sink or swim, it's good. No, it's not. It's been
committed to these kids. And when you get that commitment, and you give it back to them, I see shops have more respect and appreciation for what we're doing for him because he feels like they got some meat in it. And so when they have these poor, they have poorly written sit down and saying, Jacob Woody, you know, you've been slacking, you know, you scratch a couple panels. You know, I'm not, you know, not gonna fire you. But we got to fix this. We got to take care of this. And
that. There's no hard conversation, but the kid knows he's grown if you need to get this other pay grades or if he wants to bump to bring it on zone. This is what's expected. So to have a structure, like I said, some kind of pay structure, or growth or some kind of training. Yes. And it's not hard to do. I've done a couple of somersaults and they've taken and tweaked them. I'm like, No, I got a tool list.
I put a tool this together. An average tool is for you know, just somebody starting out that they would need so if a shop want to go to harbor freight or go somewhere just getting a good starter kit, they can do that. And there's so much I see I just seeing so much buying things kids are like, so nice. I'm working behind tools. I don't feel like I'm bugging Matt because I go steal his sockets or his Yeah, or his air ratchet, or I got to stop and wait for
him to use it. So you're just holding the process up until you're getting retention. Because now because like holes, there's buy in here year that's Yeah,
that's a piece of something.
Yeah, he's good. You feel like no, yeah, they're they care. They do care. They want me to say they're not through me call me. Well, you know, we'll use what we can and then he'll work out well,
is that cool? Um, while they're actually in, and they have they graduated. And then they do the course it's part of the actual schooling period that they are doing a co op,
it's part of the schooling as a school, it only happens your senior year, because hey, we try to make sure they're 18 we made sure they had a driver's license, they couldn't get to point A and point B. And that structure. My goal is because it's hard to do and and this is a very icy as I have shops, like I get 16 kids, okay, this is February, I need you to get me these kids in Co Op. They can't just say okay, I can take three of them in February. If it's slow, they
don't have work. So my goal was, I'm trying to think outside the box is like my gene years, this summer, I'm trying to get a couple of them in the shop. Hmm. As a junior, let them work through the summer, get a taste of it, they can come back, take their advanced classes. And then when they get to do their Co Op, they're already gonna have a relationship with some of these shops.
Well, could they potentially that junior year, let's say and they go to work with the shops over the summer, could they be doing like just detailing or a porter or something like that just to be in the shop? So they're not an
order? We probably in the catalog? The whole idea is a co op is we want them doing one? Yeah. Yeah, detailing is is okay. I know a lot of shops as I put all my kids as a detailer, you know, he's hired several of my kids that says rule and I understand independent God, he does this and people care enough to clean my car in this customer's car properly, then I know he's gonna be successful. I
put him in a body shop. You know, that's just the way he thought which you know, I totally understand it and respect that. So, but yeah, deep Taylor. Yeah. You don't normally see pours. It's not something that you know, we only give a kids that kind of much blood drive cars.
All the porters that I how many crashes Have you had this year less than 10? Yay. Here's what I'm thinking. If you're a shop out there and you'd love to get involved in something locally or you have gotten involved locally, and you Want to kind of ramp it up a little bit? Is it okay? If they reach out to you directly and ask them questions like that tool?
I would love to? Yes, I would love to. So you can get my email on this afterwards. And my kids, my wife hates us. My kids have my cell number. And just so you all know, I'm that person. Oh, that guy. Yeah, my kids, as one of my students have trouble, they can call me and I may help them out. So it's just, it's just the way the way I connect to my kids. It's just, that's how I want to be.
So Dave's information will be in the description so you can reach out to him. If you're watching this. I want to touch base, ask more questions, get that toolkit list that Abe's come up with? Yes. And the reason why I was saying Porter is because I know Well, again, I put myself always in the owner shoes. And then I think about the owners that I work with because oftentimes it's Is it a personality fit with the other people in the
shop. So that's why I was thinking even as a junior, or the summer before being a senior and starting that school, if they could just get in somewhere, even if it's just sweeping floors, just so the owner could kind of get to know them do even like this guy or this girl, do they kind of blend and around once they join that Co Op, then it's a natural progression, potentially that could be?
Well, that's, that's actually that's actually making good suggestion, actually, when we think about it, because to me, we have someone come in and we call them floaters. It's just you're going to draw from Tech, the tech the fun he mesh with, okay? No, some some shops, some shops think, well, Fred is much best tech and he does the best work. He's who needs to train you see, that's not really the truth I try to get. It's about
connecting. And we're not, we're not recreating the wheel with these kids, these kids are learning these basic steps. So we don't need to teach you how to pitch this quarter pentewan. You know, as fast as I can do it. That's not what these kids are here to do. These kids are here to grow and watch you and learn and absorb stuff, right? So as a floater, let them time move around the shop and help take kids off. You know, take a carport form label ports, you know, in front of see how well
they work. And one guy is like, man, I like me. We got a lot in common and his dad does race cars. I like you know, whatever it might be. Yeah, that's what you want. Because then you got buy in from that tech and stuff. He just shoved me on another. you shove in another young kid on me.
We don't want to spend I mean, we're spending a big chunk of change. I mean, our Tech's can make really great money. You know, I have text making over 100,000 a year easy. We don't want to take those best texts and make them the teachers. That doesn't make sense, honestly, yes, they are the best, but they maybe at some level, then train underneath that tack or start learning but not right out of school. That's a waste of
Yeah, you're right. You're, you're totally right. In the shops, they've got that figured out. You know, like I told you I had one shot, you know, he's an MSO, down here in Chesapeake. And his thought was, because that other majors thought like, as mentioned earlier, well, I hate to put the money in and train these kids because they just leave. And his response was I was brilliant. He was not being selfish. She goes,
You know what, though? That's what more technical we got out there that we can hire later. Now. That's right. Wherever that kid goes to that take that leaves? Maybe I'll get him. Yes. His thought is like this training. That's all put this all put? Yeah. And then this goes for flourishing. So it's trying to get that like the positive get that positive. So I find that pauses so you can get out of these young kids and not
think of it's a burden. Because Yeah, and I tell all my guys, I do not want to say this enough. I cannot say this enough. They're not coming through the door. They're not coming to the door, just saying hey, Army, like we used to have it used to walk I roll my toolbox out one shop and roll it into another. Yeah. It's just not. It's not the same now. It's really right.
Yeah, you're right. Well, I love it. And I don't want to take too much time because I know we've given so much information out today. And so much good information. Thank you a for your time and talking about this. I'm so glad that you and I connected and and if there's more later, you want to come back on, we can touch on some additional things. I feel like we probably just kind of
scratched the surface. Is there anything else you want to add before we end the call that you didn't get a chance to say?
No, actually, I could probably talk for another two hours. Sometimes sometimes give them a little bit each time is better than throwing everything they got absorb it also.
Yeah.
I mean, he's talked about maybe even having, you know, a couple people on together where we can do a q&a. Yeah, to me, I think that would be good. If we can or like our live guy live and we can ask a question while me and your on here together on a lineup that would be cool. That would
be awesome. So let's make a date. I like it I don't know when exactly but we'll do it in the future so if you're listening or you're watching right now just make sure you go and follow a B cells his actual his real name is Charles and I think on LinkedIn your Charles sells right so follow Charles sells on LinkedIn follow me I'm on LinkedIn and also Facebook and then he and I will do a Facebook or or probably LinkedIn and Facebook Live and we'll go over some of the stuff and then you guys can
ask your own questions. I think that'll be a lot of fun. We'll wrap it up for today. Ah, thank you again so much for coming on. I'm glad we finally were able to make this happen. And I know right Finally, thank you to everybody for listening to body Baggins podcast again today. Hope you guys all had a great time. take away some great information. Once again, all of aves information is down in the description so if you need to get it if you need anything or have questions, feel free to
reach out to him or myself. And hope you all have a wonderful day from body banging.
If you enjoyed today's show, make sure you hit the subscribe button. We have some incredible topics and guests coming your way you will not want to miss if you are watching on YouTube and don't want to miss the latest and greatest. You'll want to hit the bell after subscribing. So you will get a pop up each time a video podcast goes live. To our devoted fans, would you mind paying it forward and sharing this little gem with someone else you think may benefit from
it. Much love from all of us here at body banging all things Auto Body