Turnover rates are exceptionally high among drivers in the freight industry. Low pay is frequently cited as the reason for moving on. In many cases, however, drivers feel that they have been poorly treated. With so many companies looking to fill positions, there are many available options; few companies have managed to create a quality system leading to driver retention, though. How can your company find and keep good drivers?

Implement Realistic Recruiting

Recruiting practices begin before actively looking for drivers. This stems from what image and culture the business displays. A great way to give potential drivers a view of life in your company is through social media accounts and an active website. Just as clients look at these things before contracting your business, drivers seeking work will do the same.

 

The content in your site should be representative of your corporate personality. Social media pages should promote active communication between executives and drivers. By demonstrating that drivers are a valued part of the community, you will be ahead of the recruiting game before even picking up the phone.

 

When it is time to actively hire, be sincere. Sugar-coating a job will not lead to driver retention. Lay out exactly what the job entails, what the expectations are, and what you are looking for. This show of respect and honesty will go a long way in the hiring process.

How to Improve Your On-Boarding

With large turnover rates, there is sometimes a temptation to expedite the orientation process. That may get drivers on the road quickly, but it will not get them to stay. Do not lose touch with the fact that your numbers are met by real people doing the job. Safety procedures and regulation testing is important. However, it is also important to create a community.

 

Some companies have begun incorporating lunches into orientations with new drivers and managers. This allows people who will be working together frequently to become familiar with each other. Working remotely does not diminish the importance of these connections. This strategy lays the groundwork for better communication down the road.

 

Most turnovers occur within the first two to three months of a new job. This is an important time to demonstrate that communication and respect do not end with orientation. Some businesses have chosen to pair experienced drivers with new ones during their first couple months. That comradery adds to morale and ensures questions are answered quickly. These themes should continue throughout any driver’s employment.

Maintain Communication

Driver feedback is important and needs to be welcomed. The more employees feel they are being heard and their concerns are addressed, the more likely they are to remain loyal. There are a number of easy strategies that promote this open communication:

• Surveys. Sending out surveys to assess what is and is not working for drivers is a good jumping off point. This highlights where dissatisfaction is coming from. It can then be explored in more detail.
• Virtual meetings. By using either online discussion boards or virtual meetings, it is possible to have a focused conversation about specific issues. This gives drivers the space to make suggestions or explain what their difficulties are.
• Committees. Creating a driver committee that acts as the liaisons between executives and the fleet is a powerful step. A combination of new and experienced drivers is advisable. These individuals can be appointed or elected. Trust is exceptionally important in retaining employees, and this is a great step towards attaining it.
• Software solutions. Software is being developed that allows for real-time communication and feedback between drivers and their offices. Some also provide executives a live summary of where trouble spots are.
• Apps. There are quality apps on the market that promote easy communication on the go.

Each of these methods aims to get in touch with what drivers really want and promote ongoing communication. Address concerns that arise, and keep drivers updated. If you are truly hearing them out, respecting their perspective, and working to better the system, they will likely stick around.

Implement Smart Payment Systems

A recent survey asked drivers to select three things that attract them to new jobs. Salary received 79% of the vote, while home time came in at 67% and benefits at 52%. Though many employers would delight in providing raises across the board, it is simply not possible in most cases. The profit margins on freight are not high enough to allow for company-wide increases. There are other ways to make certain drivers are being fairly compensated, however.

 

Two key methods to consider are offering predictable and performance-based pay. When companies only pay by the mile, drivers can take serious hits some weeks. Implementing a minimum weekly pay is a good way for drivers to feel valued and secure. Even if a competitor is paying a higher rate per mile driven, drivers may stay with you for the predictability.

 

Performance-based pay is another wonderful tactic. Factors in the driver’s control that contribute to the company’s profits should be rewarded. By compensating people for being efficient and reliable, you are motivating them to do their best work. This saves money in issues that no longer need to be corrected. Once again, it causes drivers to feel that their skills are worth respect.

Promote Health

Investing in the health of your drivers is good for everyone involved. People who sit for long periods of time can suffer from circulatory problems and other health issues. Providing fitness programs, nutrition advice, and on-site exercise equipment combats this. Proper education is remarkably important. As little as 15 minutes of exercise each day and good eating habits can turn a person’s health round. The result is better energy, better moods, and less likelihood of having to take large blocks of time off.

 

Investing in health encompasses emotional wellbeing also. Getting drivers home frequently contributes heavily toward their willingness to stay with a carrier. Encouraging good sleeping habits is another major factor. Taking an interest in your drivers’ health will encourage them to do the same. A healthy team is much more likely to be happy and produce their best work.

Always Act With Respect

Drivers who feel invested in, appreciated, and heard are more likely to remain loyal to one employer. Consider their perspective, and strive to address things that make their jobs better and easier. This open communication and equal respect will noticeably decrease your turnover rates.