Why is the Turnover Rate High for Auto Mechanic Staff? Analyzing the Structure of “Long Working Hours,” “Wages Not Commensurate with Skill,” and “Physical Strain”

The automotive maintenance and repair industry is a highly skilled technical profession indispensable for ensuring life safety, yet it has one of the highest turnover rates. The primary factors include the normalization of long working hours driven by vehicle inspections (Shaken) and emergency repairs, low wage levels despite the demand for advanced skills and certifications, and the physical strain from handling heavy parts and working in awkward positions. Crucially, the added pressure of constantly adapting to technological advancements creates a structure that makes talent retention difficult.

This article provides a detailed explanation of the factors leading to the high turnover rate in this profession, examining them from four perspectives: working conditions, compensation/benefits, workload, and career development.

Turnover Rates in “Other Classified Services” Industries (Reference Data)

The overall turnover rate for the industry including auto maintenance remains higher than the all-industry average.

1. The Issue of Working Hours (Normalization of Overtime and Time for Skill Acquisition)

The nature of the work, which involves deadlines and urgency related to vehicle inspections and repairs, structurally leads to long working hours.

Normalization of Overtime:

• Pressure to Meet Deadlines: Deadlines for vehicle inspections (Shaken) and emergency repairs are often strict, causing overtime to become the norm.
• Concentrated Workload in Peak Seasons: Long working hours are especially common during periods when inspection and repair requests concentrate, such as fiscal year-ends and before long holidays.

After-Hours Work for Skill Acquisition:

• Need for Self-Study: With the continuous emergence of new technologies like EVs (Electric Vehicles) and advanced electronic control systems, self-study and training outside of business hours are essential. This learning time is often not treated as paid working time.
• Harsh Working Environment: Depending on the garage, the working environment can be harsh (hot in summer, cold in winter), accelerating physical fatigue.

2. The Issue of Compensation and Benefits (Mismatch Between Skill and Wages)

Despite the demand for advanced technical skills and certifications, many feel that the compensation they receive is not commensurate with their expertise.

Relatively Low Wage Levels:

• Mismatch Between Technology and Wages: Auto mechanics require highly specialized skills for complex fault diagnosis and repair, often holding professional certifications. Yet, many feel the wage level is low compared to specialists in other industries.
• Self-Funding of Certification/Tools: Costs for renewing mechanic certifications, and purchasing advanced diagnostic equipment and specialized tools, may need to be covered by the staff, reducing actual take-home income.
• Vague Evaluation Systems: In companies with insufficient systems to properly evaluate the skill level and contribution of mechanics, staff can feel stagnation as their salary fails to increase despite their efforts.

3. Workload and Mental Stress (Heavy Physical Labor and Weight of Responsibility)

The job involves transporting heavy parts, working in awkward positions, and the heavy responsibility of “ensuring human lives.”

Heavy Physical Labor:

• Handling Heavy Objects: Daily work involves handling heavy parts like engines and tires, leading to strain on the lower back, shoulders, and wrists.
• Awkward Working Postures: Staff spend long periods working underneath vehicles or inside cramped engine bays, forcing awkward positions that accumulate physical fatigue.

Mental Stress and Heavy Responsibility:

• Safety Responsibility: Repair errors can lead to traffic accidents and loss of life, requiring constant high tension and a profound sense of responsibility.
• Complaint Handling: Stressful situations arise, such as dealing with customer complaints after a repair malfunction or negotiating costs.
• Pressure from Specialization: There is constant pressure to acquire new technologies and possess high diagnostic ability to pinpoint the cause of complex failures.

4. Issues with Career Development and Training Systems

Rapid technological advancement, coupled with insufficient training systems or a difficult workplace culture, can lead to turnover.

Insufficient Education and Training Systems:

• OJT-Centered Instruction: Due to the busy nature of the garage, instruction for new and junior staff often relies on On-the-Job Training (OJT), lacking systematic training or technical guidance.
• Reliance on Self-Study: Addressing the complexity of new technologies often relies on the individual’s self-study efforts in many companies.

Workplace Culture and Interpersonal Relations:

• A traditional “craftsman” culture and seniority-based promotion system may persist in garages, causing stress for younger staff regarding interpersonal relations and instruction methods.

Career Stagnation:

• The career path after obtaining a mechanic certification may be limited to becoming a site chief or plant manager, with unclear routes to management or planning departments.

The Structure of the Vicious Cycle

The auto maintenance industry suffers from a vicious cycle: “Low wages and evaluation not commensurate with skill → Long hours driven by vehicle inspections and repairs → Mental and physical exhaustion from heavy labor and responsibility → Experienced staff quit → The remaining staff must cover the excessive workload.” Crucially, the gap between the “pride as a technician” and the “harsh working environment” is a major factor accelerating turnover.