With a worsening driver shortage, the need for a driver retention strategy has never been more critical. Each time a driver leaves your company for another, you lose revenue and capacity.
One of the most effective ways to reduce turnover is to create a culture of open communication with drivers. This can be done through various means, including quarterly employee surveys and regular meetings/calls.
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Invest in Quality Equipment
Truck driving is highly stressful, and equipment quality is vital to driver safety and overall job satisfaction. Comfortable and outdated trucks can make drivers feel miserable and cause them to want to find a new position elsewhere. A company investing in its truck drivers will show they are serious about retaining top talent.
The truck driver shortage has caused some carriers to boost pay rates, but other factors must be considered when designing a compensation system. Offering mileage bonuses, end-of-year or merit-based bonuses, and referral incentives can encourage driver loyalty.
Investing in quality equipment is also essential to show that your company cares about its employees and wants them to succeed. Keeping an open line of communication and implementing a policy that encourages feedback are two other ways to demonstrate your commitment to your drivers. Your team will appreciate that you value their opinions and are willing to take action based on them. This will increase morale and help to reduce turnover.
Create a Culture of Safety
The most important thing you can do to increase driver retention is to create a culture emphasizing safety. This starts from the hiring process with a close look at candidates’ crash histories, motor vehicle records (MVRs), and references.
Then, throughout employment, make safety a company priority. Educate drivers on the importance of pre-and post-trip inspections, highlight your safety technologies (like Motive Smart Dashcam), explain Hours of Service rules and disciplinary actions, and provide ongoing coaching for driver improvements. Make safety part of the orientation process and regularly communicate with your drivers through flyers, posters, emails, and newsletters.
Instilling a culture of safety also includes providing a safe work-life balance to your drivers as part of driver retention strategies. This will help them stay healthy, avoid stress and family-related problems, and ultimately save time they would spend fighting for better pay.
Provide Meaningful Incentive Programs
Truck driving requires a great deal of time, effort, and dedication. When drivers feel like their contributions aren’t appreciated, it can cause them to leave a fleet, which can be expensive for the carrier.
One of the most critical driver retention strategies involves developing programs that offer meaningful rewards for reaching milestones in safety and performance. This helps drivers feel they’re a valuable part of the company’s family rather than just an employee.
Creating an effective incentive program begins with a thorough training process. This will help ensure that your drivers have the skills and knowledge they need to perform well on the job to stay motivated.
It’s also helpful to provide feedback on your drivers’ performances. This will allow them to see the impact of their efforts and make improvements where necessary. In addition, it will help to keep them engaged and motivated by ensuring they know their hard work is being noticed. This is especially true when you use a point system allowing drivers to redeem their earned rewards frequently.
Invest in Technology
The best trucking companies know investing in technology is critical to improving driver retention. For example, having transportation management software that’s easy to use and has a great user experience can make it much easier for drivers to communicate with the back office and clients. This can help alleviate stress from constantly dealing with communication issues.
It’s important to note that even when the best efforts are put forth to improve driver retention, there will always be some drivers who leave your company. When this happens, it’s essential not to take it personally and to find out why they are going. This feedback can help you make changes that will improve driver retention and save you money in the long run.
While reasonable compensation is a critical factor in driver retention, non-monetary benefits also play an essential role. This includes flexible schedules, comprehensive health benefits, and retirement options. When these perks are offered, it shows that your company cares about driver health and well-being, which makes them feel like family.
Incentives for Performance
Incentives are a powerful tool for transportation companies to use. They can help drivers feel valued and appreciated, increasing morale and overall company culture. But companies need to ensure that their incentives align with their employees’ values. For example, it would be unfair for a company to offer a bonus to all drivers who meet specific safety requirements but then deny them the same compensation as OTR and local drivers who often drive on congested highways.
Creating an effective incentive program requires open communication with drivers. Companies need to be upfront with drivers about the realities of the industry, such as the fact that they may have to sleep in their trucks or hotels sometimes. This honest communication can help prevent distrust leading to driver turnover. In addition, it’s essential to involve drivers in the decision-making process about incentive programs so that they know their opinions are valued. This can be done by setting up advisory councils or using suggestion boxes.