Today's Class

Mid-year is the perfect time to evaluate what’s working, where skill gaps still exist, and whether training is truly supporting your shop’s goals.

Consistent learning helps technicians stay sharp, adapt to changing technology, and improve performance over time. Even small daily improvements can create major long-term results across your team.

A strong second half of the year starts with a clear look at where you are today.

We had a great time at the Point S Regional Conference in Salt Lake City!

It was great to connect with familiar faces, catch up with clients, and talk with teams who care about helping their shops move forward.

Thanks to everyone who stopped by to talk training, shop life, and what’s next. We always appreciate the chance to hear what teams are focused on and how Today’s Class can continue supporting their growth.

What’s your favorite way to recognize technician achievements?

Bonuses? Public recognition? Team incentives? Career growth opportunities?

Every team is different—but finding what motivates yours can make a big impact on retention.

Training rewards work best when good habits are also recognized.

Instead of only rewarding top scores, shops can keep more of the team engaged by recognizing behaviors like:

- Showing up for daily training consistently
- Improving quiz scores over time
- Sharing useful takeaways with the team
- Helping keep group training goals on track

When team effort gets noticed, training feels less like another task and more like a regular part of shop culture.

Consistency in training leads to stronger teams.

Shops with high training completion rates often see improved performance, better communication, and higher retention.

See how Today's Class was able to help this shop:

Many shops experience 30–40% turnover each year, making it difficult to build a stable, experienced team.

The shops that succeed focus on creating an environment where technicians want to stay through training, recognition, and clear career growth.

Reach out to our team to see how Today's Class can help you boost employee retention.

Before training ever begins, every shop is already answering a question:
Is the environment stable enough for it to stick?

The Shop Readiness Roadmap breaks that down into 6 key areas:
• Staffing stability
• Financial clarity
• Customer workflow
• Leadership & accountability
• Marketing consistency
• Operational systems

Each step removes a layer of uncertainty that can cause training to stall or fade out over time.
When these areas are aligned, training stops feeling like an added burden—and starts becoming part of how the shop operates every day.

The goal isn’t to overhaul everything at once. It’s to pinpoint what’s getting in the way, strengthen it, and build momentum that training can build on.
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A strong training program does more than build skills—it builds loyalty.

When technicians have access to consistent learning, clear expectations, and measurable progress, they’re more engaged in their work and their future.

Reach out to our team to see how we can help you create structured training programs that support development and improve long-term retention.

Why do technicians leave?

Lack of growth opportunities.
Poor communication.
Feeling undervalued.

These challenges don’t fix themselves—but structured training and consistent feedback can help address each one.

When shops invest in their teams, their teams are more likely to stay.

Employee recognition doesn’t have to be over the top to make an impact.

Timely, specific, and consistent recognition goes a long way in reinforcing positive behaviors and building morale. That can look like:

• Calling out a technician right after a well done repair
• Recognizing consistent training completion or improvement over time
• Highlighting a team member who stepped up to help a coworker
• Sharing weekly wins during team meetings
• A quick message or shoutout for hitting performance or learning milestones

When recognition is delivered consistently, it reinforces what “good” looks like across your team.