The stereotype that “young people just don’t want to work” has been floating around for years. You’ll hear it in break rooms, at conferences, and across industries like automotive service and heavy-duty diesel.
Here’s the problem: this mindset isn’t just wrong, it’s damaging. With demand for technician training programs at record highs and service leaders struggling to fill bays, buying into this myth holds businesses back from growth.
Stereotypes and Stigmas
When younger hires walk into an environment clouded by assumptions that they’re lazy or entitled, trust breaks down fast. This stigma discourages them from pursuing automotive technician careers and makes recruitment harder.
The shortage is already urgent. A recent PartsTech report shows that 46% of shop owners and managers say the shortage of skilled technicians has a highly significant impact on their business. If the industry keeps pushing young people away with stereotypes, the skills gap will only widen.
A Barrier to Mentorship
Mentorship is the backbone of technician development. Yet if seasoned techs believe younger workers “don’t want to work,” they’re less likely to invest time mentoring them.
This is a missed opportunity. 72% of technicians say their shop does not do a good job of teaching new hires and compensating mentors. That lack of structure hurts both retention and throughput.
This is where Mentor Mentee makes a difference. Our platform provides a framework that tracks skill development, repetitions, and accountability. It gives experienced technicians the structure to mentor effectively and the recognition they deserve.
Misguided Management Strategies
When leadership buys into the stereotype, it skews their workforce strategies. Too much focus goes into keeping older workers, while younger talent is neglected.
That approach isn’t sustainable. The Bureau of Labor Statistics estimates the industry will need 76,000 new automotive technicians every year over the next decade. Younger technicians are the only way to meet that demand, and they bring advantages the industry needs: adaptability, digital skills, and fresh energy.
Missing the Real Issues
Turnover isn’t happening because younger technicians “don’t want to work.” Surveys point to the opposite:
When those needs aren’t met, technicians leave. Not because they’re unwilling to work, but because they don’t see a future where they are.
Why Data Matters
Here’s where Mentor Mentee steps in. Our system gives dealer groups, service centers, and diesel fleets visibility into technician development – where each new hire stands, what skills need more reps, and how quickly they’re progressing.
With real-time, tech-driven insights, leaders don’t have to guess what’s working. They can measure performance, adjust training, and make smarter retention decisions that directly impact profitability.
Time for a Reality Check
The idea that “young people don’t want to work” is outdated and counterproductive. It masks the real problems, discourages mentorship, and slows down the development of the next generation of technicians.
The truth? Young technicians do want to work – they just expect clarity, growth, and recognition. Shops that provide this will keep their bays full and their teams strong.
That’s why forward-thinking service leaders are turning to Mentor Mentee. By connecting seasoned technicians with new hires, tracking skills, and mapping out clear technician career paths, they’re proving the myth wrong and building businesses that thrive.
👉 Ready to see what structured mentoring can do for your business? Visit our ROI Calculator and calculate the impact for your team.