The transportation industry is going through a massive shortage for experienced drivers. The trucking industry is no exception. It is posing a range of challenges for companies, shippers, and the logistics economy. Do you know the prime factor that contributes to the shortage of a driver workforce? It’s due to the aging of the current driver workforce. So, you need to combine the driver retention strategy with a younger workforce.
So, what exactly is driver retention in trucking? It's about creating an environment where drivers are content enough to stick with a company for the long haul. Just like any other employee, drivers seek a safe and fulfilling workplace.
Now, let's delve into driver retention programs:
Driver Retention Strategies
- Safety Work Culture
Building a safety culture that engages drivers every day is pivotal. Emphasize the impact of their actions on safety. Prioritize safety, invest in compliance and coaching, and link drivers' safe behavior to the fleet's reputation and success.
- Recognition of Performance
Acknowledging good work lays the foundation for driver retention. Appreciated and rewarded drivers are more likely to stay. Incentivize drivers based on objective measures like collision-free days, coaching scores, safe miles, or positive customer reviews. Consider recognition programs for top performers.
- Seek and act on feedback
Drivers want their voices heard. Establish clear communication channels and encourage dialogue during coaching sessions. Implement drivers' suggestions and share the impact of their feedback to boost driver retention.
- Team Building
In these uncertain times, the workforce faces unprecedented challenges. In fleet operations, finding great drivers is tough, but keeping them is even tougher. With an annual driver turnover nearly hitting a shortage of truck drivers compounded by the COVID-19 outbreak, trucking companies are struggling to maintain their fleets' momentum.
Revamp onboarding to align new drivers with company values and expectations. Foster relationships, integrate new drivers into existing teams, and pair them with experienced peers. Create groups with similar roles for knowledge exchange.
- Employee Engagement
Many drivers switch jobs for better pay, perks, or hours. But how can carriers retain top drivers beyond raising wages? Employee engagement holds the key. Engaged drivers are not only better and safer but are also more likely to remain. Engaged employees, according to Gallup, experience 25% lower turnover rates and 70% fewer safety incidents.
- Embrace Technology
Invest in technology to simplify drivers' routines. Use ELD and fleet tracking solutions for efficient routing, scheduling, and improved safety. Technology not only aids productivity but also supports drivers, enhancing retention rates.
Investing in engagement is a cost-effective strategy compared to recruiting new drivers. If you're keen on improving driver retention, explore our article on "Seven Steps to Incentivizing Your Fleet to Drive Safely" or schedule a demo to see how video technology can enhance driver retention in your fleet.
Frequently, companies overlook a crucial aspect of their workforce: driver feedback. This disregard often fuels high turnover rates. The equation is simple: when employees feel unheard or undervalued, they seek employment elsewhere.
Neglecting driver feedback is not just a cultural misstep; it's a strategic error. Fleet protocols and processes impact the entire operational landscape beyond the driver's seat. Establishing clear communication channels between drivers and management fosters an environment where ideas flow freely, particularly during the crucial training phase.
Fleet businesses struggle with driver retention, leaving them wondering: why? The answer lies not in a single factor but in a disconnect between three crucial spheres of influence: corporate, management, and drivers. Each plays a vital role, yet often their strategies clash, leaving drivers feeling undervalued and heading for the door.
The Key: Alignment and Transparency
Imagine a truck carrying its cargo across a vast landscape. It's efficient and smooth only if each wheel is moving in sync. Driver retention in trucking is no different. Cross-the-board alignment is the key to success.
- Corporate sets the foundation:
Competitive pay and benefits: Are wages fair? Are home-time policies flexible? Drivers need tangible incentives to stay.
- Well-maintained equipment:
Broken trucks are a safety hazard and a morale killer. Invest in reliable vehicles and prompt maintenance.
- Technology for efficiency:
Tools like route optimization software and asset management platforms empower drivers, boosting their productivity and satisfaction.
Bottom Line
Long-term commitment from employees stems from their alignment with a company's values. The same applies to fleets and drivers. Elevate your onboarding processes to grant new drivers seamless access to your core values and distinctive policies.
This phase isn't just about orientation; it's about fostering relationships. Delve into drivers' career aspirations and offer avenues for growth right from the onboarding stage.
By embracing driver retention in trucking as a strategic priority, your business stands poised for success. Companies disregarding retention will grapple to stay afloat, while those prioritizing driver welfare will thrive in a competitive landscape.
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