Then, how to make the front-line employees in the automobile aftermarket with low professional quality improve their ability quickly has become an unavoidable problem for the managers of automobile maintenance enterprises. Teacher Huang Weiqiang, a columnist of automobile service world, has a classic saying: Without changing maintenance technicians and apprentices, the transformation of automobile aftermarket is a joke. This shows the arduousness and urgency of this matter.
I remember that once the author and a friend visited the boss of a large automobile maintenance enterprise, and the friend introduced the author to the boss. When the boss heard that the author was engaged in store management consulting training, the boss put down his hand ready to shake hands and said in a disappointed tone, "Training again. We have done it many times here, and it is useless! "
The author smiled and said, "It's 10 in the morning. Now you send a message in the group, saying that there are teachers to be trained. It doesn't matter what training is. How early do you think it will take to gather all the employees? " The boss was very reluctant and said, "About 3 days."
So I said to my boss, "I have seen the fastest auto repair company for six minutes." My boss was surprised and asked me what was going on. I told him: "It's not that training is useless, but that employees think that training is just a tool you use to control them, which is useful to you and useless to them. No matter how good the training is, it is naturally useless. "
This is also the main reason why most automobile maintenance enterprises often get twice the result with half the effort. Many auto repair business owners are aware of the importance of training in the enterprise, but because they can't grasp the essentials, they are often cut as leeks by the so-called pheasant business school for a long time, but the effect is always unsatisfactory, and the result is a conclusion: training is useless.
In fact, training is very useful and can be said to be the most important link. However, if training wants to play its due role, it must be based on the premise that employees are willing to receive training. If he is unwilling to accept it, the effect of skill improvement will be very limited.
For auto repair enterprises, skills are productivity, learning ability is the premise of rapid evolution of skills, and the most basic element of learning ability is "voluntariness".
Douglas McGregor, a human behaviorist, also said: People's behavioral motivation is influenced by two kinds of incentives, one is the external incentive composed of rewards and punishments, and the other is the internal incentive composed of respect and acceptance. People can only work under the influence of external motivation, but people can become excellent and proactive, and only internal motivation can achieve it. Therefore, whether an employee can be promoted quickly depends on whether he is willing to be self-motivated and willing to change.