What’s really contributing to the tech shortage
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The automotive aftermarket isn’t necessarily facing a shortage of technicians, according to a shop coach. Instead, there’s a shortage of good workplaces for them.
Bill Haas, president of AIM Auto Ignite Management, questioned the common claim that there is a simple technician shortage in North America during a presentation at the MEMA Aftermarket Technology Conference in Springfield, Missouri recently.
He pointed to public comments from Ford’s chief executive Jim Farley, who said on social media that Ford dealers need hundreds of thousands of technicians and that customers are waiting two weeks for service.
Haas told the audience his experience on the ground does not always match that picture. Instead, he said pay structures, benefits and working conditions at many dealerships and shops are driving skilled people away.
As an example, he cited a young technician at a dealer who has spent five years there since leaving school. The technician has completed all Stellantis training and certifications for the vehicles he services and is now the second most senior person in the shop.
Haas said the technician raised concerns about an upcoming campaign on the Pacifica minivan that required replacing both side curtain airbags. If the work were paid for by the customer, the technician would flag 6.2 hours. Under the factory warranty campaign, the job will pay less than two hours.
Haas said that kind of gap makes it difficult for technicians on flat-rate pay plans to support their families, even as they gain more training and experience.
Survey results presented earlier in his session showed many technicians share concerns about pay and structure with 70 per cent of respondents identifying higher pay as the most urgent issue in the industry. Half (49 per cent) said they would recommend a job at their current shop to a friend. Less than 20 per cent said they prefer flat rate pay, even though it remains common in the sector.
Haas said that rather than focusing only on attracting more people into the trade, shops and dealers need to improve how they treat the technicians they already have. That includes better pay systems, stronger benefits packages, climate-controlled workspaces and more respect for the role.
“Maybe there’s a shortage of great shops,” Haas wondered, adding that the real shortage lies there — great places for talented people to work.
If businesses fix that, he said, technicians will be eager to join them.
Image credit: Depositphotos.com
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Comments
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Fair enough, but that’s a dealer problem. For us independents, not only are the government grants for things like tools somewhat weak and then there is the schooling problem. Here in the Ottawa area, we have to deal with the nightmare that is Algonquin College where there are neve enough spaces or teachers and they tend to schedule students during the busy season when they can’t be spared.
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Dealerships and repair facilities rip its employees off that is why their is a shortage of techs and service writers. They need to pay hourly and not flat rate. The business needs to eat the money lost during slow times not force it onto employees. Flat rate warranty repairs start to finish in entire process require double what the time paid usually. If you are a young person thinking auto mechanic as a career especially since shortage, dont and run away from toxic industry.
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I was an auto tech for over 10 years, I would never go back. I still work as a technician, but in a more respected and better paying field.
CEOs like Jim Farley who cant see why techs dont stay in the field is the real problem. Blaming technicians for not wanting to stay in the abusive role the executives create.
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A good technician diagnoses the symptom. A master technician diagnoses the system. The technician shortage debate deserves the latter approach.
After reading Bill Haas’ remarks and the responses that followed, I couldn’t help but notice something familiar. Every person commenting on the issue is describing a problem they have personally experienced. The independent shop owner sees an educational pipeline problem. The former technician sees a compensation problem. The dealership technician sees a warranty pay problem. Executives see thousands of open positions they cannot fill.
As technicians, we should recognize this immediately. Everyone is describing symptoms.
A proper diagnosis requires looking at the entire system.
I have spent my career on both sides of the service counter. I’ve worked in dealership operations, managed service departments, and today I have the privilege of helping educate the next generation of automotive technicians. From that perspective, I believe the industry is making a mistake when it asks whether there is a technician shortage or simply a shortage of good shops.
The answer is yes.
There are shops that have failed to adapt. Compensation systems deserve scrutiny. Warranty labor operations can create frustration for technicians trying to make a living. Flat-rate pay plans work exceptionally well in some environments and poorly in others. Experienced technicians have every right to expect fair treatment and professional respect.
At the same time, those realities do not eliminate the fact that the industry faces a genuine workforce challenge.
Today’s technician is expected to understand high-voltage electric vehicles, advanced driver assistance systems, network communications, cybersecurity, software updates, hybrid systems, and increasingly sophisticated diagnostic strategies. The profession demands more technical knowledge than at any point in its history while an experienced generation of technicians approaches retirement.
Meanwhile, educational institutions and manufacturer partnerships are investing millions of dollars to prepare new technicians because employers continue competing for qualified graduates. From where I stand as an educator, students are often presented with employment opportunities before they complete their programs.
The technician shortage debate should not become a contest between dealership technicians, independent shops, manufacturers, educators, or former technicians who chose another path. Each perspective represents a legitimate piece of the puzzle.
The better question is this: Can the automotive industry improve compensation, workplace culture, educational pathways, and career development while continuing to recruit and train the highly skilled technicians modern vehicles require?
I believe it can.
As technicians, we are taught to avoid replacing parts until we understand the root cause of the problem. Perhaps our industry should apply the same professional discipline to diagnosing its own workforce challenges.
The technician shortage is not a single failed component. It is a system, and systems require complete diagnosis.
One final thought. I noticed something in the comments that I think deserves being restated:
Bob tells young people:
“Don’t. Run away.” , I agree and support Bob’s statement, truly believing it is sound advice.
Here is my question for everyone?
“Would I Encourage My Own Child to Become an Automotive Technician?”
And I suspect your answer won’t be a simple yes or no. I hope it’ll start with a proper diagnosis of the system.
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