The retention of drivers is an issue transportation companies are experiencing around the country. Are you looking for ways to solve the issue of driver turnover?
Getting Drivers to Stay
The best way to get drivers to stay is to listen to what they want and need from your company and see the best ways to execute.
Besides the standard requests of pay, home time, and benefits, some of the common feedback we get from drivers include:
- Quality vehicles
Nobody wants to break down on their route. Giving your drivers newer and higher quality equipment can entice them to stay.
- Earned wage access
Drivers want to be able to take an advance in their pay without having to ask their employer directly. Sometimes bills catch up to you fast and there is no alternative but to access your pay early. We suggest solutions like our partner, Immediate which is a retention tool that allows your drivers to have access to their wages in advance at no cost or inconvenience to you.
- Company culture
Culture is a major reason why a driver may leave a company. Whether it's feedback online or talking with your drivers directly, ask them what they would like to improve on at your company. Similarly, ask them what they love about driving for your company. There's no better spokesperson for a company than a happy employee.
There are plenty of things drivers look for to stay with a company, however, tackling even just one within your organization can have a positive impact on your retention rate.
The Next Generation in Transportation
Getting your drivers to stay is great but what if your drivers begin to age out of the workforce? Nowadays, companies are always looking for drivers with endless years of experience. However, the reality that aging company drivers could be heading for retirement is a reality.
The time will eventually come when all of your experienced drivers are ready to retire. What then? It is always better to be over-prepared than underprepared. Hiring these young drivers now and letting them develop with your company can increase their likelihood of staying with you and also allow them time to develop before your aging drivers retire.
Companies are usually hesitant to hire a younger driver with fewer years of experience due to the added training or risk that might be involved. I'd like to counter that by stating the fact that every driver started somewhere. If we don't begin to trust and let the new drivers entering the industry learn from experienced ones, we will eventually have no drivers left.
It is a competitive market for drivers and companies have to be open to the ever-changing demographic of candidates entering the industry.
These young drivers are entering the industry, know what they want, and are looking for companies who are willing to invest in their development. Looking to reduce turnover rates? Try implementing one of our suggestions and give the new drivers entering the industry a fair chance at a long career in transportation.
Looking for More?
If you are interested in diving into the topic of the changing driver demographic a little deeper, check out our webinar on-demand with our CEO, Bruno Stanziale, and Next Generation in Trucking Association President and Co-Founder, Lindsey Trent.
They discuss the next generation of drivers, how you can appeal to them and what companies can do to get involved in the cause.