Someone I know recently had to call seven garages to find one with space to do minor repairs within three weeks. We all know there is a national shortage of mechanics, and apparently, this is due to get worse with the ban on sales of new petrol and diesel vehicles which the Labour government may revert to 2030 from 2035, by which time there will be a predicted shortfall of 16,000 EV mechanics.
Many of our members have in-house mechanics or close relationships with other businesses and delays in getting vehicles inspected or repaired in good time can lead to claims for rejection due to significant inconvenience and consequential loss claims for hire vehicles and public transport, loss of earnings, etc. Traders can mitigate these claims by offering courtesy vehicles, if available, or reaching prompt agreement on collection or drop off, which can often cause a stand-off where there is a complaint shortly after the sale.
The skills gap in the industry has been widely reported. Individual employers need to consider what they can do to recruit and retain the best employees.
The statistics are that, on average, it can cost between six to nine months’ salary to recruit and onboard a new employee. So, if they leave promptly afterward because they were a bad hire or the workplace environment was poor, this is costly for employers and can be demoralising for other employees.
Strategies for recruitment and retention include good compensation, flexible working, comprehensive training, career progression, and good mentorship. Some of these strategies aren’t always easy to offer for a small and busy company, but fostering a positive culture is possible through a good appraisal system where employees are routinely met with and allowed feedback and support.
Our HRManager software, included in Silver and Gold Membership, provides the tools and process to help implement an effective appraisal service to assist with staff retention, especially in this time when skilled employees are in such demand.
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