Making Estimating Data Great Again! Organization + Process = Profitability

“In these challenging times of supply chain issues and employee productivity, having a process that is simple and effective is the key to success,” Mark Olson (VECO Experts) kicked off his presentation as he dove into the differences between the four generations that are actively in the workplace.

Baby boomers were born between 1946-1964, and their strong work ethic has caused many to avoid retirement. Gen X (born 1965-1980) is described as “resourceful, independent, and keen on maintaining work-life balance.” Born 1981-1996, millennials grew up with technology and crave work-life balance, expect collaboration and want to keep learning.

Some older Gen Z (born 1997-2012) have entered the workforce, and according to Olson, “They’re the most diverse and best- educated generation thus far. This is the generation that’s grown up through a pandemic, social media, climate change urgency and political divisiveness.

“Different life experiences create generational sub-cultures,” he added.

“A culture that has been shaped by the

DEG inquiry number to your repair plan as a line note. Make sure you’re telling the story of why you’re modifying a manual entry and link it to the inquiry itself.”

The DEG also contains links to p-pages that shops can utilize. “It’s all about the facts, not an opinion. Let’s get paid for what we do, nothing more or less…Let’s make estimating data great again!”

Gredinberg was joined by Scott Ayers of the Blueprint Optimization Tool (BOT) who demonstrated how the BOT can “help build a workfile of non-included operations that help you get the point across the insurer and also ensures you’re performing an accurate repair. It helps you explain why you need to use this particular operation during your repair plan and during the repair process by providing something to show adjusters to help them understand that this is something the OE requires.” values of one generation isn’t necessarily going to be compatible with the next generation. Also, people that did not grow up in the United States are going to be shaped by different environments, so tendencies may not be age-dependent.”

Because of those variances, Olson explored how personality testing, such as the DISC assessment, may be a better way to determine employee fit. The DISC profile details a person’s dominant traits within four categories: analytical (who wants facts, figures and proof), driver (who wants it done now), amiable (who wants to make sure everyone gets along) and expressive (who wants it to be fun).

“Not everyone fits into one category 100 percent,” Olson pointed out. “The population is roughly divided equally in all four groups – so it is highly likely that most companies have one of each or more.”

Examining the value of standard operating procedures, he welcomed audience participation in an astute demonstration of the various ways to make a peanut butter and jelly sandwich, showing that a little creativity can go a long way.

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