One of the most common complaints among automotive and diesel technicians is the lack of a clear career path in the shop. Without structured growth opportunities, technicians are more likely to switch shops—or leave the industry altogether.
In fact, 94% of employees stay longer at companies that invest in their personal development. However, many repair shops and dealerships still operate without a formal career development program.
If your shop wants to improve retention, attract top talent, and keep technicians engaged long-term, creating a technician career development plan is essential.
Why Career Development Plans Matter in the Automotive Industry
The technician shortage isn’t just about pay. It’s also about purpose and progression.
Technicians want to know:
- What their future at your shop looks like
- What they need to do to level up
- That you’re invested in helping them grow
Without clear answers, techs will look elsewhere. Career development programs help build loyalty and reduce turnover—two critical challenges in today’s competitive market.
6 Steps to Creating a Career Development Plan for Technicians
1. Meet With Technicians to Identify Career Goals.
Meet with each technician to discuss their long-term career goals. This step is often skipped but is vital. Ask questions like:
- Where do you see yourself in 3–5 years?
- Are you interested in management, teaching, or becoming a master technician?
- What skills would you like to improve?
Understanding individual goals helps you tailor development opportunities to the technician—not just the business.
2. Map Out Career Pathways in Your Shop
Create a list of the different career paths technicians can take in your shop and make sure you have clear job descriptions for each of them.
Different career paths could include:
Technical Path
- Entry-Level/Lube Tech
- C-Level Technician
- B-Level Technician
- A-Level/Master Technician
Customer-Facing Path
- Service Writer
- Service Advisor
- Parts Specialist
- Sales Consultant
Leadership Path
- Lead Tech
- Shop Foreman
- Service Manager
- General Manager
- Shop Owner
When employees can see a clear ladder, they’re more likely to stay and climb it.
3. Define Requirements for Each Role
Each step on the path should include specific expectations, such as:
- Years of experience
- Required certifications (ASE, OEM, etc.)
- Productivity benchmarks
- Soft skills (i.e., communication, teamwork, leadership, etc.)
Make these transparent so technicians know exactly what it takes to advance.
4. Make resources available to technicians.
You don’t need a massive budget to support technician development—just commitment. Consider offering:
- Paid training opportunities
- Reimbursement for ASE certifications and/or study materials
- Offering tuition reimbursement
- Cross-training different areas (i.e., finance, sales, advising, parts, management, etc.)
- Job shadowing in different roles
- Mentorship from senior technicians or managers
5. Build Individual Development Plans (IDPs)
Once you’ve built the framework, personalize it. Sit down with each tech and create a written Individual Development Plan that includes:
- Their short- and long-term goals
- The skills or certifications needed to reach the next step
- A timeline for progress
- How the shop will support their growth
IDPs show technicians that you’re serious about their future—and give you both a roadmap to follow.
6. Follow Up and Adjust Regularly
Development is a process, not a one-time event. Schedule regular check-ins (quarterly is ideal) to review:
- Progress on goals
- Challenges or roadblocks
- New interests or changes in direction
- Adjust the plan as needed. The key is to keep the conversation going.
Career Development is Key to Retention
Most shops already offer some level of growth, but without a clear structure, it goes unnoticed. By organizing your existing opportunities into a formal technician career development plan, you’ll:
- Increase technician engagement and retention
- Make your shop more attractive to job seekers
- Build a stronger, more loyal team
In a tight labor market, your investment in career development will set your shop apart—and keep great technicians around for the long haul.
Recap:
Editor’s Note: Last updated June 2025. This article was originally published in September 2022 and has been revamped and updated for accuracy and comprehension.
