Anyone work on one of these bad boys yet? Want to see more photos? It’s an incredible car!

To get things kicked off, what is your current position and what are your goals?

We are officially halfway through the year, (LITTLE MORE THAN HALF WAY) which makes this the perfect time to take an honest look at the numbers. Stores: What are you grossing so far this year? Advisors: What is your current monthly average, hours per RO, and closing percentage? Technicians: How many hours are you producing, and are you on pace to hit your income goals? Now the bigger question: Where do you want to be by the end of the year? Drop your current numbers, your year-end target, and the biggest obstacle standing in your way. We also want to hear how The Automotive Network can better support you: • What skills do you want more training on? • What problems are you currently struggling to solve? • Are there specific courses, workshops, scripts, templates, or live trainings we should build? • Who in the community has experience that others could learn from? This group is here to help each other grow—not just talk about growth. Be honest, set a target, and let’s build the resources needed to help you reach it. 👇 Comment with your role, current numbers, year-end goal, and the training you would find most valuable.

- Poor write-ups? - Lack of dispatch structure? - No process accountability? - Communication gaps? - Parts delays? Let’s talk about it.

Keeping a service department motivated is not about giving one big speech once a month. It is about what your team feels every single day when they walk in. People stay motivated when expectations are clear, wins are recognized, leadership is consistent, and everyone understands that their work matters. In a service department, motivation usually drops when the team feels overwhelmed, underappreciated, or like nothing is ever good enough. A few things make a big difference: Set clear goals.Your advisors, techs, porters, and support staff should know exactly what winning looks like. Recognize effort, not just outcomes.Not every great day is a record sales day. Sometimes it is better communication, cleaner inspections, better teamwork, or improved attitude. Create accountability without killing morale.People need standards, but they also need fairness. Strong teams respect leaders who hold the line without playing favorites. Show them the bigger picture.When employees understand how their role affects CSI, retention, gross, comeback prevention, and shop flow, they take more ownership. Give them chances to grow.Motivation goes up when people believe they are building something, not just surviving another shift. Celebrate progress.A lot of service departments only talk when something goes wrong. That burns people out. Catch people doing things right. At the end of the day, motivated teams are usually built by leaders who are present, honest, and consistent. People can handle pressure. What they struggle with is chaos, confusion, and feeling invisible. What do you think keeps a service department motivated the most: money, recognition, leadership, team culture, or growth opportunities?