The technician shortage is real, but are we solving the right problem?
Everyone’s talking about it: the technician shortage. News headlines, dealership managers, and industry influencers agree that there aren’t enough skilled techs entering the workforce, and many of the ones we have are burning out fast.
But look closer, and the issue runs deeper than just recruitment.
As automotive educator and industry advocate David Macholz points out, what we really have is a technician career crisis. Techs aren’t simply vanishing, they’re walking away from a career that doesn’t always respect their time, their knowledge, or their humanity.
So how do we stop the bleeding—and start rebuilding trust?
Let’s break down what’s going wrong, and what your fleet or shop can do today to make things right.
Let’s be honest: one-off events, like a technician appreciation lunch or the occasional swag bag are nice but they aren’t going to stand alone to solve your turnover problems. According to Rush Enterprises VP of Service Operations, Victor Cummings, the #1 key to technician retention is simple:
“There’s no substitute for engagement.”
What that means in practice: leadership that walks the floor. Foremen and supervisors who check in, listen to frustrations, and ask, “What’s getting in your way today?”
The best leaders don’t treat techs like cost centers; they treat them like customers. They ask how they can help techs do their jobs faster, better, and with less friction.
Being a technician isn’t easy. From tool investments and ever-evolving diagnostics to the daily pressure to beat the clock, techs are expected to juggle speed, accuracy, and physical stamina.
But when management hasn’t turned a wrench or walked a mile in steel-toed boots, it’s easy to underestimate the grind.
Flat-rate pay, incomplete repairs, missing parts, confusing work orders, and paperwork overload all add to the stress. And when techs don’t feel supported, they leave.
What can shops do? Reduce the obstacles.
This is where software plays a quiet but powerful role: with the right tools, techs spend less time searching for parts, chasing down service histories, or scribbling on paper. Squarerigger, for example, streamlines workflows so techs can pull up a VIN, start a work order, scan a part, and clock time all in one system, without re-entering data.
Every minute saved is a minute back in their day.
Too often, fleets say they value their techs… while saddling them with outdated systems, duplicate data entry, and poorly organized inventory rooms.
Want to show you respect your technicians? Give them tools that make their lives easier. That means:
Clear, accurate job assignments
Real-time access to parts and service history
Mobile-friendly workflows that actually work in the bay
Smart PM scheduling so techs aren't always in reactive mode
Labor time guides that reflect realistic expectations
Modern fleet maintenance software isn’t just about digital transformation. It’s about removing chaos so your team can focus on what they do best: fixing equipment and keeping the fleet moving.
According to Macholz, we don’t just have a pipeline problem, we have a broken career ladder.
Many entry-level techs come in under-trained, over-promised, and underpaid. Industry credentialing still relies heavily on multiple-choice exams, rather than hands-on skills. And once on the job, they don’t always have clear pathways to advancement.
Want to change that?
Start by tracking performance in ways that reward quality and efficiency – not just speed. Use tools like budgeted labor times to spot strengths, identify training needs, and set realistic expectations for new techs versus seasoned pros.
When you give techs visibility into their performance, and a path to grow, they’re more likely to stick around.
Big events like the Rush Tech Rodeo make headlines, and rightfully so. They’re incredible examples of employee recognition. But what really makes or breaks technician loyalty happens in the day-to-day.
Do your techs feel heard?
Are managers solving real bottlenecks or adding to them?
Is there a feedback loop between the bay and the back office? (And a process for improvement?)
Culture is built in the micro-moments: when someone fixes an error in a system before it slows a tech down. When a work order is accurate the first time. When a manager notices a new hire is struggling and steps in to help.
Fleets that win at retention don’t just talk the talk. They embrace a culture of walking the shop floor and eliminating the bottlenecks.
The technician shortage isn’t just about hiring more people. It’s about keeping the great ones you already have and making your shop the kind of place where others want to work.
That takes more than appreciation days and competitive pay. It takes a real commitment to engagement, communication, and modern tools that reduce friction and show techs their time matters.
Because at the end of the day, if your technicians feel respected, equipped, and supported, they’ll stay.
Related Reading:
Using Budgeted Labor Times to Improve Technician Performance
5 Reasons to Ditch Paper and Boost Shop Revenue