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Dustin Peugeot


Total posts: 31
Last post: May 31, 2021

3 Ways You Can Reduce Employee (Auto Mechanic, Service Advisor, Collision Tech) Turnover By Dustin Peugeot on  May 31, 2021



Employee turnover can affect any industry, and the auto and collision industries aren’t any different. Employees are a big investment - a lot of time, effort, and money goes into training and retaining them. When they leave, your return on investment essentially disappears. 

The turnover rate for mechanics has risen from 25.1% to 27.2%, and the shortage is predicted to be between 20,000 to 25,000 mechanics. Collision tech stats?

This begs the question, how do you retain your staff long-term? With multiple years of experience in the industry, we’ve compiled a list of how to reduce employee turnover in your auto shop and create an environment for attracting and retaining loyal employees.


Build a Culture to be Proud of

Does your shop foster a culture of positivity, inclusion, and teamwork in your shop?

One reason good mechanics often leave is they feel undervalued, and like they aren’t a part of a team. One study revealed that an employee who feels valued, heard and that they make a difference in the world is 59% less likely to leave. 

One way to combat this is to coach your employees that they are a team and help them build on their communication skills. Toxic work environments and bad leadership are the top reasons employees leave. If you have constant turnover, take a look at your culture and the way your employees communicate with one another.

 

Invest in Employee’s Learning (Continued Education)


If you want your employees to know that you value them and the skills they harbor, consider implementing a hands-on, productivity-based continued education option for them. It has been proven time and time again that continued education brings a return on investment for a business, and also boosts employee confidence. 


In a survey of more than 1,400 people, almost half (49%) didn’t think their employer was offering them enough learning and development opportunities. This rings true for the automotive industry as well. Your employees are wanting to get in a focused environment, away from the chaos of the day-to-day business, and get hands-on productive training.

Give Your Mechanics a Chance to Succeed

 

Investing in your employees with continued education gives your employees the opportunity to learn and train with structure and support. By investing in productivity training early on, you are essentially giving your employees the chance to reach their full potential at the shop. Not only will your employee’s quality of work improve, but you will likely be able to retain them as they understand to appreciate the company's investment in them. An investment in your employee’s productivity  is an investment in your shop, and waiting for or relying solely on OEM training is most often too late

If mechanic retention is important to you, then consider how utilizing a school like Matrix Trade Institute decreases your turnover and starts boosting your bottom line.

Our Upskill Efficiency Bootcamps increase productivity and employee retention by helping employers provide a clear path to advancement with continued skill enhancement and efficiency training. Learn more about it here.

Techs of the Future: Cracking the Code to Recruiting and Hiring Collision Repair Technicians By Dustin Peugeot on  November 20, 2020

Techs of the Future: Cracking the Code to Recruiting and Hiring Collision Repair Technicians

Collision repair owners and managers across the country say hiring technicians and high turnover rates have become critical issues in their businesses.

Written by: Stacy Phillips 

 

Employee engagement may be the key to solving these problems, according to Dustin Peugeot, owner of the Matrix Trade Institute, and Kevin Wolfe, owner of LeadersWay.

 

Peugeot and Wolfe recently discussed how to “Crack the Code” to technician recruiting, and offered innovative solutions for shops to maximize the efficiency and retention of current employees. Their presentation was held as part of the Society of Collision Repair Specialists (SCRS) Repairer Driven News Series during SEMA360.

 

Wolfe cited a Gallup poll conducted in June that addressed the engagement and well-being of the workforce. According to the poll, nearly 70% of U.S. workers said they were either actively disengaged or not engaged at all at their jobs.

 

“In almost 20 years, we’ve done almost nothing to better the work conditions for the people who are showing up every single day,” said Wolfe. “Yet, organizations continue to move away or shy away from leadership, coaching, training and working at all levels to develop people.”

 

When Wolfe visits collision repair shops, owners often complain about employee retention. In response, he tells them, “You already have the talent; your job is to develop it.”

 

“Our time is valuable… hiring and firing take away our ability to make money,” added Peugeot. “If we can focus more on retaining and growing our employees, they will do the recruiting for us, and then we can do what we are really good at---making money in the collision industry.”

 

Peugeot said nearly 60% of people who complete a collision repair training program defect from the industry in 11 months.

 

“We have a retention problem in our industry, not a recruiting problem,” he said. “We have to find ways to make this industry more palatable and exciting for them and not just get frustrated when they act exactly the way we assume they would during the interview process.”

 

Wolfe said upgrading organizations and moving into a 21st-century economy are crucial for survival, especially now during the pandemic.

 

“You can’t sit back anymore and pretend that you can continue to go on this way,” he said. “You can’t achieve great results with the wrong people!”

 

Peugeot and Wolfe offered seven steps to cracking the code to talent and developing the potential of the people who show up to work every day.

 

1. Right Sourcing

 

The first step is sourcing people. Although internet job sites, such as Indeed.com, and vocational-technical schools are good options, Wolfe also advises thinking more broadly.

 

“We have to start looking everywhere,” he said. “Talent doesn’t just exist in somebody’s backyard with a young person who likes to be under the hood.”

 

Peugeot said employees care about working at a business where they can grow and there is a clear career path to follow.

 

“We should constantly be recruiting those from all angles of life who want to work hard and make money and feel great about a skill,” he said.

 

Networking with the local Chamber of Commerce, a Rotary club or PTA meetings can also be helpful when looking for employees. Ultimately, the goal is to become a talent magnet.

 

“Becoming a talent magnet means being a leader who is developing people every day---not just when they have time,” said Wolfe.

 

2. Right Selection

 

An important part of cracking the code is how owners and managers approach the interview process. Typically, when bringing in new people to an organization, interviewers will ask basic questions such as: You work(ed) for XYZ Collision? Do you have tools? Are you I-CAR certified? Will you work for our company? When can you start?

 

Instead, Wolfe advocates focusing on three critical steps. First, he recommends screening potential candidates.

 

“I don’t want to bring in someone for an hour if I know right away that I’m not going to continue with them,” he said.

 

Second is conducting what he referred to as a top-grading interview, going through the person’s resume and references. Peugeot said this demonstrates to potential employees that you care and are going to look into their background.

 

“If you let them know you are disciplined enough to make a couple of calls and read more than the first seven lines, it lets the candidate know you are taking this as serious as they are,” he said.

 

During this stage, Wolfe and Peugeot advocate conducting an assessment of a person’s technical, personal and cognitive skills.

 

If the candidate seems like a good fit for the organization, the final step of the process is conducting a focus interview. This involves bringing the person in to work with the team and determining how everyone gets along.

 

3. Right Position

 

Prior to hiring someone for a certain position, Wolfe suggests determining what that job will entail, the duties the person will have and the results needed to be successful.

 

“It often surprises me how many organizations lack clear expectations,” he said.

 

Wolfe often asks organizations if they are playing checkers or chess.

 

“Average leaders play checkers---they think everyone can move the same way,” he said. “We force people into roles that aren’t good for them and then blame them because they don’t perform. Great leaders play chess.”

 

Once those expectations are set and the business owner has determined the candidate will be a good fit, Peugeot advises selecting the person based on fit and comfort: “Do they define success the way we want them to and are they going to be comfortable doing it because we want them to?”

 

4. Right Development

 

Once an employee is hired, development becomes paramount both personally and professionally. The No. 1 reason that will keep a person in an organization, according to Wolfe, is a shop’s investment in development.

 

“It’s not just enough to develop the professional talents of people, but also invest in the personal side as well and help them become better humans,” said Wolfe.

 

In terms of personal development, Wolfe said to focus on skills that will enable individuals to learn to communicate more effectively to the people they will be working with.

 

“Historically, great teams are those who care for each other and help one another,” he said.

 

When it comes to professional development, Peugeot recommends building their pride through education.

 

“Without pride in what you are doing, development, growth and efficiency don’t occur,” he said.

 

When employees demonstrate pride in their work, Peugeot said to then focus on proficiency, teaching them how to “do it right every time,” while ensuring they understand what they are doing. Ultimately, their confidence will grow through hands-on learning and they will become more efficient.

 

5. Right Support

 

As a business owner or manager, Wolfe said it’s essential to guide employees.

 

“Cracking the code is all about becoming a better guide,” he said.

 

This doesn’t mean doing the work for them, but demonstrating how to do it correctly and supporting their development. Peugeot said this takes discipline and commitment.

 

On day one, he recommends providing employees with the tools and resources they need to do their job effectively. Although it requires time and money, he said it builds proficiency and confidence.

 

An additional way to show support is having constant communication with employees.

 

“People need to know what’s going on,” said Wolfe. “One of the biggest deficits in an organization is not communicating with employees or thinking they can’t handle the information.”

 

Peugeot suggests appointing someone in the organization, other than the owner, who can deliver consistent positive and negative information to employees.

 

6. Right Accountability

 

Wolfe said accountability is often a misunderstood concept, and many business owners believe that caring for employees and taking actions that help them get better is the soft side of business.

 

“Building a culture around leadership and putting people first implies that we shouldn’t hold people accountable,” said Wolfe. “It’s just the opposite. If we’re not holding people accountable, they are never going to feel better about themselves.”

 

Peugeot agreed.

 

“The easiest thing to do as a manager is to walk by a problem and commit that you will deal with it next time because you are busy now,” he said. “Being a good leader is knowing that it’s your job to take time and stop and have what can be perceived as a hard conversation.”

 

Rather than being a negative meeting, Peugeot said it can be a positive coaching session, where leaders share clear expectations, offer consistent feedback and remember there is “no negotiating on results.”

 

7. Right Environment

 

Even if business leaders follow all the steps involved in hiring and developing employees, Wolfe said the environment must be right, or they won’t stay in the organization.

 

“People stay in healthy cultures and organizations that treat them as people, invest in their development and consistently challenge them to get better,” he said.

 

“People aren’t going to work for you and do their best for you because they love you. It doesn’t matter how nice you are,” said Peugeot. “If you give them an environment where they can take pride and love themselves for what they do, then you’ll start to realize exponential growth and opportunity.”

 

To view the original article, click here

Matrix in the News- VIDEO: How the Collision Industry is Reacting By Dustin Peugeot on  October 2, 2020

"The Matrix Trade Institute is emphasizing hands-on learning over classroom theory in order to ensure they are delivering techs to collision repair facilities who are productive from day 1 of the job."

Dustin Peugeot, CEO & Founder of Matrix Trade Institute, discussed what makes MTI different with BodyShop Business Magazine. 

MATRIX SELECTED AS WINNER OF ESPN/KEY BANK MOVING BUSINESS FORWARD CONTEST! By Dustin Peugeot on  September 21, 2020

MATRIX SELECTED AS WINNER OF ESPN/KEY BANK MOVING BUSINESS FORWARD CONTEST!

Matrix Trade Institute was selected as the winner of the Moving Business Forward Contest sponsored by KeyBank, the Cleveland Cavaliers & ESPN Cleveland. The contest awarded one local business a $30,000 advertising campaign within ESPN Cleveland.

Companies were nominated and judged based on how businesses positively impact the community.

Matrix received this honor because when MTI succeeds in training the next generation of techs and service advisors with our disruptive, efficiency based-training model, local dealerships & repair shops succeed as well. Whether it be in training those new to the industry, or those who are already employed but are in need of upskilling their efficiency, Matrix is changing the game when it comes to hands-on, trade education and job preparation.

After the announcement of MTI as the winner of the Moving Business Forward Contest, Spectrum 1 News Cleveland featured Matrix in a follow-up story as well.

“It really sort of substantiated our original goal, which is to make a difference for young people who needed careers, industries who needed recruits into their careers, and an overall development of a trade.” – Dustin Peugeot, CEO.

Are you ready to go after the career you REALLY want? Matrix Trade Institute can help you get there! 

Matrix Trade Institute's programs provide a clear path beginning with hands-on education leading to an in-demand career with unlimited earning potential and job security. Get the right tools on day one, learn to work with them every day by using them properly with real world hands-on instruction and repetition. Learn to produce efficiently and maximize success. Accelerated hands-on programs like the revolutionary approach at Matrix go against the grain of traditional education. MTI prioritizes earning with hands-on learning and paid internships that turn into full-time jobs with great companies who offer up to full tuition reimbursement upon graduation. 

Ready to make 2020 your year? Contact us today to learn more. 

Matrix in the News - VIDEO: Recruiting Techs By Dustin Peugeot on  September 17, 2020

Recruiting, retaining and developing young talent is crucial for the auto and collision industries.

Dustin Peugeot, CEO & Founder of Matrix Trade Institute, discussed shop's recruitment methods and whether or not they are working with BodyShop Business Magazine. 

 

3 Reasons to Pursue a Career in Collision Repair By Dustin Peugeot on  June 9, 2020

3 Reasons to Pursue a Career in Collision Repair

Are you passionate about cars, trucks and hot rods? Do you have an eye for detail? Do you love working with your hands? Do you enjoy staying up to date with current and ever-changing technology? If you answered yes to any of these, then a career in the collision repair & refinish industry could be for you, and a hands-on training focused on efficiency using the industry's latest tools and technology should be in your sights. 

Here are three reasons why this might be the career you've been looking for.

 

1. Job Demand & Security

In 2019, the Collision Education Foundation published an article summarizing survey results that found the average age of a collision mechanic to be over 41 years old and rising. Younger people are not filling those gaps despite the ever-advancing technology and opportunities for young, hands-on, tech-savvy learners to make excellent money. Combined with the fact that there are more cars on the road today than ever before, the demand for skilled collision mechanics is astounding. Thanks to our delivery-crazed society, and fueled by companies like Amazon & Uber, the numbers of vehicles on the road is pushing 300 million. With so many cars on the road, accidents continue to increase daily. 

 

2. It's a Hands-on Job

If you enjoy working with your hands, like being able to see the results of your work and have an artistic vein and an eye for color, then you'll find fulfillment as a collision repair mechanic. If you're more of a visual learner, then your training shouldn't be any different. Programs that focus on hands-on repetition, designed to make you valuable from day one, provide you with the skills you need critical to succeed and access to paid internships while you learn are important factors to look for in any training you receive.  For visual learners, repetitions lead to confidence and confidence leads to efficiency. Proper efficiency training is the key to accelerated earning and growth potential for any skilled tradesperson. Proper training is required for entry level mechanics to be successful. In 2018, Automotive News cited that half of mechanics defect from the industry due to postsecondary education that sets students up for failure by not focusing on hands-on repetitions, and therefore leads to lack of confidence and earning potential in the workplace. 

 

3. Income Potential 

According to a survey from the Collision Repair Education Foundation, the average income for a Collision Repair Technician has increased over the years and is higher than most comparable trades at over $70,000. Properly educated mechanics with hands-on repetition and efficiency training have unlimited earning potential. 

 

Think you have what it takes to make it as a Collision Repair Mechanic? Matrix Trade Institute can help! 

Matrix Trade Institute is pleased to announce a new 20-week collision mechanics efficiency training program. This program provides a clear path beginning with hands-on education, access to paid internships leading to an in-demand career with unlimited earning potential and job security. Get the right tools on day one, learn to work with them every day by using them properly with real world hands-on instruction and repetition. Learn to produce efficiently and maximize earnings. Accelerated hands-on programs like the revolutionary approach at Matrix go against the grain of traditional education. MTI prioritizes earning with hands-on learning and paid internships that turn into full-time jobs with great companies who offer up to full tuition reimbursement upon graduation. 

Ready to ignite your career? Contact us today to get started.

MTI Is Growing Fast By Dustin Peugeot on  February 20, 2020

Open house

Matrix Hosts Final Admissions Interviews

As the final step in the MTI admission process, applicants attended their final admissions interview on Saturday, February 15th in Beachwood, Ohio. Through this process, potential students were screened through a hands-on aptitude test and showed us that they have the ability to grow their soft-skills. We are excited to say that the majority of these students were accepted & will be joining the Matrix family! 

Success Stories are Compounding

Applicants were able to meet and speak with past graduates of MTI that are successful working as efficient auto mechanics in the field. Graduate, Nick England, shared his experience at Matrix with potential students. He's 20 years old, graduated 8 months ago and is getting ready to become a home owner! Congrats, Nick! 

Matrix Is Growing Fast...

...but we don't just take anybody! Our final admissions interview process is designed to accept those serious about growing into efficient auto mechanics. Our Director of Admissions wants to see students succeed. 

Are you ready to go after the career you REALLY want? Matrix Trade Institute can help you get there! 

Matrix Trade Institute's 20-week automotive mechanic efficiency training program provides a clear path beginning with hands-on education and leading to an in-demand career with unlimited earning potential and job security. Get the right tools on day one, learn to work with them every day by using them properly with real world hands-on instruction and repetition. Learn to produce efficiently and maximize success. Accelerated hands-on programs like the revolutionary approach at Matrix go against the grain of traditional education. MTI prioritizes earning with hands-on learning and paid internships that turn into full-time jobs with great companies who offer up to full tuition reimbursement upon graduation. 

Ready to make 2020 your year? Contact us today to learn more. 

Are You Ready to Become an Auto Mechanic in 2020? By Dustin Peugeot on  January 7, 2020

The time has never been better for an aspiring auto mechanic to dive head-first into the auto industry. The U.S. Bureau of Labor Statistics predicts that the number of auto mechanics will increase by 17% through 2020. This translates to an additional 124,800 jobs becoming available this year. Thanks to companies like Uber and Amazon, there have never been more cars on the road than there are today. Half of all mechanics are set to retire soon and the need for skilled, efficient auto mechanics has never been greater. If you've been considering becoming an auto mechanic, now is the time. 

Here are the most important things to keep in mind if you want to take the leap into the industry in 2020: 

 

Hands-on efficiency training will sky-rocket your career. 

Half of entry-level mechanics hired from traditional postsecondary automotive programs defect from the industry within two years. The reason for this is that they do not receive the proper hands-on efficiency training required to make them confident and therefore productive. Therefore they end up stuck, making mistakes and see no way to advance. 

 

Training SHOULD be cost and time efficient. 

A hands-on efficiency training program like those of Matrix take students from learning to earning in 20 weeks. With the need for auto mechanics so high, employers are now more willing than ever to offer tuition reimbursement for training programs that they trust. Employers partner with Matrix and offer paid internships so that students can learn while they are earning and gaining valuable shop experience. 

 

A New Image.

The way people view auto mechanics has changed through the decades. From the infamous "greaser" to the man with a wrench in his hand, toWomen at Matrix Trade Institute today's computer savvy mechanics, the image portrayed of the mechanic has changed. Today's auto mechanics can get into the career at any age, and with hands-on training on how to be efficient they can make an excellent living. Women, more than ever, are getting into the trade as well. In the last five years, over 20% of mechanics entering the field are women and they are thriving. 

 

Professional soft skills and communication will take you far.

There's no better opportunity to gain favor with a customer than a warm interaction where you can educate and earn their trust. Being a properly trained mechanic or service advisor can help you feel confident when speaking to a customer. Role-play and perfecting the skills can make all the difference when it comes to career advancement and maximizing earnings. 

You're only as good as the tools you learn with.

Mechanics are among the best hands-on learners. Many hands-on learner's do not thrive in a traditional classroom, textbook and lecture setting. Matrix uses interactive game-style learning to ensure students stay engaged, understand theory and can visualize what the hands-on operation will look like from start to finish. In addition, MTI students receive tools as part of tuition immediately upon starting the program. Learning the trade with their own proper tools, and learning how to use them efficiently is a major advantage of MTI grads when they more their tools to their full-time jobs immediately upon graduation.

 

Thinking about making 2020 the year you go after the career you REALLY want? Matrix Trade Institute can help you get there! 

Matrix Trade Institute's 20-week automotive mechanic efficiency training program provides a clear path beginning with hands-on education and leading to an in-demand career with unlimited earning potential and job security. Get the right tools on day one, learn to work with them every day by using them properly with real world hands-on instruction and repetition. Learn to produce efficiently and maximize success. Accelerated hands-on programs like the revolutionary approach at Matrix go against the grain of traditional education. MTI prioritizes earning with hands-on learning and paid internships that turn into full-time jobs with great companies who offer up to full tuition reimbursement upon graduation. 

Ready to make 2020 your year? Contact us today to learn more. 

TOUR MATRIX

 

 

Matrix in the News By Dustin Peugeot on  December 11, 2019

A hands-on model for training and upskilling workers

 

Fact: All trades are desperate for skilled and dedicated professionals.

In the automotive sector, for example, with 50% of auto mechanics retiring in the next decade, the need for trained mechanics is paramount. To make matters worse, fewer people are entering and staying in that industry than ever before. Meanwhile, the Ubers and Amazons of our delivery-to-your-door-crazed society are pushing the number of vehicles on the road domestically to an unprecedented 300 million — and all of those vehicles need regular service and maintenance.

 

Some faulty assumptions about the workforce and the industry:

  • Millennials don't want to work.
  • Being successful requires spending years incurring debt to earn a college degree.
  • There's no money to be made as an automotive or collision-repair mechanic.

 

Questions worth asking:

  • What is the automotive repair industry doing to cope with the impending avalanche of cars that need to be fixed in a timely manner?
  • With so many auto mechanic jobs available, why aren't aspiring mechanics flocking to the industry?
  • Why are current mechanics defecting from the trade instead of advancing their careers?

 

It's important to note that, according to Automotive News, half of entry-level mechanics hired from traditional postsecondary automotive programs defect from the industry within just two years. What's worse, the publication found that the typical veteran mechanic would not recommend his career to a friend.

Why is the current model not working? Managers know training is needed, but they simply don't have the time or resources to grow young mechanics. In a customer-facing environment, it's not possible to instill the theory and supervised hands-on training and repetition needed for young mechanics to learn troubleshooting and efficiency. Simply put, productive mechanics can't also be professional trainers. Nor do they have a focused curriculum designed to instill growth and efficiency in the next generation of mechanics while maintaining peak productivity in a shop that is already low on manpower.

Part of the solution is to prioritize retention of current automotive mechanics over recruiting new ones. A quick Google search will result in a seemingly unlimited number of articles noting that millennials place the most value on being part of a workplace culture that promotes growth and teamwork. They want to be nurtured, valued and shown a clear path to leadership. This is why on-the-job-training in an established dealership or automotive repair shop tends to offer more negatives than positives.

What such businesses — and other industries in search of an influx of skilled tradespeople — need is access to a training partner that will simulate the speed and pressures of a live shop environment to produce mechanics who can enhance cash flow upon entry.

Another aspect of the solution is having that partner recruiting and then training new workers in the exact same fashion as existing mechanics are trained and upskilled, so that both learn the same language and the same applications, ensuring that internal development is in harmony with new employee training and expectations.

The reality is that the traditional training model needs a facelift. Most trade schools waste students' time and money while setting unrealistic expectations of what the job will look like. We know traditional learning isn't for everyone, so there must be an option for the hands-on learner who wants to go from learning to earning in a short amount of time. There needs to be a quick transition for the 27-year-old parent who has bills to pay but wants to enter the field and can't wait two years to start bringing in paychecks.

In order to appeal to the next generation of future auto mechanics, or anyone looking to get into any similar trade, it is imperative that schooling be accelerated, hands-on and interactive. Today's students need to be armed with the knowledge, tools, real repetitions and critical efficiency skills necessary to be instantly productive, which in turn makes them valuable and able to meet the critical demand for trade services.

No matter the trade, it's important for employers to search for training that will jolt their employees quickly with hands-on learning. The old model of textbooks and two-year degrees is not working. In its place, a 20-week training school that incorporates virtual, game-style learning and real-world applications is an attractive and attainable alternative. Such programs exist and their approach can teach the necessary job skills, quickly and efficiently, to skyrocket any aspiring tradesperson up the career ladder.

Disrupting the way training has always been done may be what the auto sector and plenty of other industries need to do to survive today's tumult and push into the future.

View the original article here

Hands-On Efficiency Training is Key to Grow Your Tech's Confidence & Ignite Careers By Dustin Peugeot on  December 4, 2019

Lack of confidence due to a lack of hands on training and experience is what keeps many mechanics stuck producing less labor hours per pay period that they clock and find themselves considering a career change. Service Managers simply don’t have the time or the resources to provide focused, hands-on training and supervised repetition that yields the efficiency that young mechanics need in order to earn, advance and grow. 

The most progressive employers are turning to Matrix Trade Institute to help train and retain their mechanics. MTI’s Upskill Efficiency Bootcamps have grown over a hundred young and/or stagnant mechanics into confident and efficient producers with a renewed outlook on their careers.

For instance, Nico Grolimund of Porsche Beachwood attended the Steering & Suspension Upskill Efficiency Bootcamp and his production is now up 400%. He says, “Matrix gave me the confidence to know that I was the doing the right things the right way because they make you understand the theory, how to do it properly, and then they watch you practice and help you get better.”

It's not just the mechanics that are excited about their improved skills and new-found confidence. Service Managers and Directors are realizing how important it is to revitalize and retain their workforce. Take Ryan Frank for example. He was 21-year old lube mechanic at Honda of Mentor, who’s service director was unsure if he was going to make it on this career path.

After completing all four Upskill Efficiency Bootcamps, Ryan nearly tripled his productivity.

“The Matrix training turned Ryan around,” His service director, Gary Dalton said. “His attitude, his work ethic, his confidence—it was almost an immediate change. We’d have lost him otherwise, and I really don’t know what Ryan would be doing. Now, I’m throwing him everything from alignments to electrical problems to brake work, and he’s killing it. He’s looking to increase hours and find efficiencies and is so engaged that he wants to work extra when it’s there. He’s going to be a real leader for us going forward.”

 

Matrix Trade Institute offers the training solutions you need to increase mechanic productivity and efficiency. 

We offer two-week, 30-hour UpSkill Efficiency Training for steering and suspension, brake repair, basic electric, general service efficiency and HVAC to help dealerships and repair shops grow the their mechanics by teaching them the skills to be more productive and efficient. Over the course of two weeks, your employees will split their time at your shop and our training center daily to apply what they're learning and help you keep production going.

Contact us today to learn more about our UpSkill Efficiency Training and see how we can ignite retention by increasing efficiency and help you build your workforce the right way for the long haul.