AutoZone^® and Ratchet+Wrench™ Reveal Key Insights About Gen Z Techs

The automotive repair industry is undergoing a generational transformation. With veteran technicians and shop owners nearing retirement, the next generation—Gen Z—is stepping in to carry the torch. But how do these young professionals view the industry? Are shop owners ready to recruit, train, and retain them effectively?

To answer these questions, Ratchet+Wrench of Endeavor Business Intelligence partnered with AutoZone in May 2025 to survey 308 Gen Z technicians (ages 18–28) and 300 automotive repair shop owners. The results offer a clear snapshot of how both sides see the future—and the path to getting there.

The “Tool Belt Generation” Has Arrived

Gen Z, often referred to as the “tool belt generation,” is choosing to bypass the traditional college route in favor of trade schools and hands-on careers. This trend holds true in the automotive world: A remarkable 92% of Gen Z technicians reported being very or extremely satisfied in their roles. Even more promising, 68% have been in the industry for at least three years, indicating they’re not just trying out the job, but committing to it. For shop owners, this is good news. While loyalty from younger employees is often questioned, the data suggests Gen Z is here to stay—provided shops meet their expectations.

A Growing Gap: Age, Expectations, and Recruitment

The survey also confirmed what many in the industry already know: Shop owners are aging, with 58% over age 50 and 35% older than 60. As retirement looms for many, the challenge becomes clear—how to pass on skills and recruit a new generation.

Recruitment isn’t easy. Nearly half of shop owners (48%) said attracting younger technicians is “very” or “extremely” challenging. Finding skilled labor (67%) and retaining younger techs (40%) were also listed as major internal hurdles. There's an urgency to bridge the generational gap, both in expectations and approach.

Training: A Common Ground

Shop owners overwhelmingly support training, with 70% offering structured opportunities like hands-on learning and workshops to attract and retain techs. This is welcomed by Gen Z technicians, who value career development, with many citing technical learning and skill acquisition as reasons they entered the field.

The takeaway? Shops that prioritize training not only appeal to Gen Z but also future-proof their business in a rapidly evolving industry.

Job Search: Go Where Gen Z Is

Another insight from the survey: Gen Z finds jobs online.

Internet search engines, platforms like Indeed and Glassdoor, and even social media are commonly used job-hunting tools for this demographic. Meanwhile, many shop owners still rely on traditional methods, including local postings or word of mouth. To reach Gen Z, shops need to meet them where they are: online.

Skills, Passion, and Potential

Gen Z techs aren't just filling a labor gap; they're bringing enthusiasm and technical curiosity with them. When asked why they chose automotive careers, top responses included a love for vehicles (23%), pride in mastering a specialized skill (22%), and the appeal of a team-based, fair-pay environment (21%).

This passion aligns well with what shop owners are seeking. The top traits owners want in new hires include problem-solving ability (72%), experience (57%), and reliability (56%). It's clear there’s common ground. Shop owners just need to know how to tap into it.

Loyalty and Longevity: More Than Just Stereotypes

Despite concerns about high turnover among Gen Z, the data tells a more optimistic story. While 58% of shop owners believe younger techs leave more often than older generations, Gen Z respondents felt they are just as loyal as anyone else.

And in terms of job stability, the numbers are encouraging. Sixty-three percent of shop owners reported that their techs stay with them for at least five years, and nearly half (45%) said the average tenure was seven years or more. For Gen Z techs—82% of whom cite job security as a top employment factor—this is great news.

Wearing Multiple Hats

Modern repair shops are leaner and busier than ever. Owners aren’t just managing—they’re in the bays too. Survey data showed:

• 63% of owners perform complex diagnostics
• 61% handle routine repairs
• 52% help with vehicle maintenance

Gen Z technicians are stepping up similarly. On average, they're responsible for four different job functions, often beyond what’s in their job description. Nearly half are involved in parts inventory management (44%), customer communication (46%), and even administrative support (39%). This multitasking trend shows Gen Z is capable, adaptable, and willing to take on new challenges, all of which are valuable traits in today’s evolving shop environment.

A Look at Profitable Services

While most shops offer core services like oil changes (89%), brake work (91%), and light engine repairs (88%), the profitability of those services varies. Brake work stood out as the most profitable, with 62% of owners naming it their top moneymaker. Steering/suspension (40%) and HVAC (27%) followed. In contrast, oil changes and engine light diagnostics were often labeled loss leaders. Shops may want to explore higher-margin services and leverage Gen Z's technical aptitude to expand into areas like EV and ADAS diagnostics.

Gen Z Job Satisfaction: High, But Not Without Challenges

Multitasking doesn’t seem to dampen morale. Most Gen Z technicians (73%) work full-time and report high satisfaction: 92% are either very or extremely satisfied with their jobs. They also feel content with their day-to-day responsibilities.

But that doesn’t mean everything is perfect.

The top three challenges Gen Z faces in the shop aren’t technical, but rather, environmental. Difficult customers, long hours, and stress top the list. Burnout is real, and while only 23% cited it as a reason for leaving, it was still the most common response, underscoring the need for better work-life balance.

The Flexibility Factor

One solution? Flexible scheduling.

Unfortunately, the data shows a disconnect. While Gen Z craves flexibility, only 45% of shops currently offer it. Worse, 32% aren’t even considering it. These survey results indicate shops that remain rigid may lose out on young talent seeking balance in their careers.

The Road Ahead: Recommendations for Shop Owners

To remain competitive in recruiting and retaining Gen Z technicians, shops must evolve. Here are a few takeaways from the survey:

• Gen Z is hungry to learn. Training programs—especially hands-on or workshop-based—are essential to attracting and developing this generation.
• Use modern tools to recruit. Online job boards and social platforms are where Gen Z is looking—make sure your job postings are there.
• Recognize multitasking as a strength. Gen Z is already handling multiple shop roles. With the right support, they can become valuable, long-term assets.
• Tap into their passion. Gen Z isn’t just working for a paycheck. They’re interested in technology, vehicles, and growing their skills.
• Offer flexibility when possible. Work-life balance matters. Even small changes to schedules or shifts can help reduce burnout and improve retention.

Final Thoughts

The automotive repair industry is at a crossroads. As older technicians and shop owners begin to retire, the responsibility of keeping the industry running smoothly is falling to Gen Z. The good news? This generation is up for the task.

They’re loyal, capable, and passionate, but they’re also looking for support, growth, and modern workplaces. Shop owners who recognize this shift and adapt their recruitment and management strategies accordingly will be best positioned for success in the years ahead.

Want to keep your shop running strong for the next generation?

Start by investing in training, updating your recruiting methods, and building an environment where Gen Z can thrive.

To download the complete findings, please visit autozonepro.com/resourcelibrary