4 Reasons Why Your Best Auto Repair Techs Are Leaving—And How to Keep Them

Hey everyone, Rick White here from 180BIZ. Let’s talk about something that’s hitting shop owners hard—losing your best people. It’s happening every day. Competitors, dealerships, and even other independent shops are poaching top talent, and if you’re not careful, you could be next.

Now, before you start pointing fingers, let’s take a hard look at what’s really going on. The truth is, people don’t just leave for a few extra bucks. They leave because something’s missing. And in this blog, I’m breaking down the four biggest reasons why your team might be thinking about walking out—and what you can do to fix it.

1. Poor Management – The #1 Deal Breaker

You’ve probably heard the saying: People don’t leave companies; they leave managers. And it’s true. No one wants to work for a boss who’s unapproachable, unpredictable, or just plain disconnected. If your team feels like they’re not being heard, valued, or supported, they’ll start looking for a place that does.

What can you do?

• Be a leader, not just a boss. Engage with your team, show appreciation, and listen.
• Give clear direction and support. Don’t just tell people what to do—help them succeed.
• Check in regularly. A five-minute chat can make a world of difference in how someone feels about their job.

2. A Bad Work Environment – It’s Not Just About Tools and Equipment

Let’s be real—no one wants to work in a dump. If your shop is cluttered, unsafe, or full of broken equipment, it sends a message that you don’t care. And if you don’t care, why should they?

But environment isn’t just about the physical space. It’s also about shop culture. If there’s negativity, drama, or a lack of respect, people will run for the hills.

How do you fix this?

• Keep your shop clean, organized, and safe. It’s a simple way to show you care.
• Replace or repair outdated equipment. Frustration over broken tools isn’t worth losing good techs.
• Foster a positive work culture. Make respect, teamwork, and communication the norm.

3. No Growth – Feeling Stuck Is a Killer

Your team doesn’t just want a paycheck—they want a future. If they feel like they’re stuck in the same job with no chance to grow, they’ll start looking for a place that offers more.

And let’s be honest, in most auto repair shops, the path to advancement isn’t exactly obvious. It’s not like you’ve got a corporate ladder with fancy titles. But that doesn’t mean there’s no room for growth.

Here’s what you can do:

• Create skill-based goals. Maybe a tech starts as a solid line tech but works toward becoming a master tech.
• Offer ongoing training. Investing in their skills shows you’re invested in their future.
• Make growth about more than just promotions. Maybe it’s new responsibilities, leadership roles, or specialty training.

4. Low Pay – Stop Telling Yourself You Can’t Afford It

Here’s where a lot of shop owners get stuck. You think you can’t afford to pay more, but what you really can’t afford is losing great people.

I hear it all the time—“I can’t pay what the dealerships do,” or “I can’t compete with municipalities.” That’s not true. You can afford it—you just have to change the way you think about it.

Here’s how to step up your game:

• Call around. Find out what dealerships and chain shops are charging for labor—and then match or beat it.
• Know your worth. If you’re doing better work, why are you charging less? Raise your rates.
• Charge what you need to pay your people well. If your labor rate isn’t covering competitive wages, it’s time to adjust.

The Two Big Fixes: Show the Path and Step Up Pay

Losing employees isn’t just about money—it’s about vision. If your techs and advisors don’t see a future with you, they’ll find one somewhere else. That’s why two of the biggest keys to retention are growth opportunities and competitive pay. Let’s break them down.

1. Show Them a Clear Path Forward

Most auto repair shops have flat organizational structures, meaning there aren’t obvious promotions like you’d find in a corporate job. That doesn’t mean your employees don’t want growth—it just means you have to be intentional about showing them how they can advance.

How do you do that?

• Skill-Based Growth: Maybe they won’t get a fancy new title, but they can develop expertise. A general tech can become a master tech. An entry-level service advisor can become a customer service expert. Help them set and achieve skill-based goals.
• Certifications and Training: Invest in their education. ASE certifications, manufacturer training, and other professional development opportunities make them better—and show you care about their future.
• New Responsibilities: Growth doesn’t always mean a new job title. Maybe a tech takes on a leadership role in mentoring new hires. Maybe a service advisor helps with marketing or customer follow-ups. Give them a reason to feel challenged.
• Career Planning Conversations: Don’t assume they know what’s possible. Sit down with each team member and ask, “Where do you see yourself in five years?” Then help them build a plan to get there.

If your employees can’t see a future with you, they’ll assume they don’t have one. Be proactive in showing them what’s possible.

2. Pay Them What They’re Worth

I’ll say it again: stop telling yourself you can’t afford better pay. The truth is, you can’t afford not to pay competitively. If you don’t, someone else will—and they’ll take your best people with them.

Here’s how to make it work:

• Know the Market Rates: Stop guessing. Pick up the phone and call the dealerships and chain stores in your area. What are they charging for labor? What are they paying their techs? Use that information to adjust your rates and wages.
• Raise Your Labor Rate If Needed: If your rates are too low to afford competitive pay, you need to charge more. Shops that undervalue their work struggle to retain employees and leave money on the table.
• Think Beyond the Hourly Wage: Competitive pay isn’t just about the base rate. Offer performance incentives, bonuses, or benefits that make your shop more attractive. Even small perks like tool allowances or paid training can make a big difference.
• Shift Your Mindset: If you keep saying, “I can’t afford to pay more,” you’re setting yourself up for failure. Instead, ask, “How can I afford to pay my people what they deserve?” That one shift in thinking can change everything.

Final Thoughts

No one is going to value your business—or your employees—until you do. If you don’t believe your shop deserves top rates, why should customers? If you don’t believe your employees deserve great pay, why should they stay?

Show them a future. Pay them what they’re worth. Do those two things, and you’ll build a team that’s loyal, motivated, and invested in your success.  

Want to dive deeper?

Join me for the Shop Owner Round Table next Thursday at 7 PM ET. And if you’re ready for next-level business coaching, check out Pocket Business Genius Webinar—it’s packed with insights to help you grow your shop and keep your team happy.

Until next time—go out, take care of your people, and make some money!