There’s never been a guarantee that a carrier can find a replacement for a driver who switches companies. But, now with the truck driver shortage, it’s becoming even more difficult and imperative to hold onto quality drivers.
Welcome to part two of my recruiting and retention series. Last time, I highlighted new recruiting techniques. In this post, I’m going to share some of the best retention strategies I’ve seen contract carriers use. After all, recruiting new truck drivers is only the first step; the second is continuing to employ your quality drivers.
Why do quality truck drivers leave?
In my eight years at C.H. Robinson, I’ve learned that drivers are fluid from one company to the next (and sometimes back to an old company again). Each driver has his or her own reasons for switching companies, but some of the big reasons include low pay, too many miles, and not enough time at home.
More recently, many of the carriers I work with have shared that respect and recognition for drivers is becoming more important. When drivers feel unrecognized for the job they’ve performed, it influences where they want to work.
Sometimes drivers can find what they’re looking for with another carrier. Other times, they may leave the trucking industry all together for a more appealing path. Both construction and manufacturing often lure drivers away when the economy is good.
How to give truck drivers what they need
Keeping drivers happy often requires changes at the operations level of a business. I consulted Billy Cartright, executive vice president and COO of Southern Refrigerated Transport, at Covenant Transport Services to get his take on retention strategies. He provided some tips for retaining truck drivers by giving them what they need.
Optimize your fleet
Taking a strategic approach to your customers, lane structures, and fleet can add predictability for drivers. Being able to tell a driver that they’ll be in Tallahassee, FL, in three days, in Minneapolis, MN, in five days, and back home in seven days goes a long way to improving driver happiness.
Offer other lines of service
If getting drivers home more often is your goal, consider ways to reconfigure your fleet with additional services. See how offering more drop and hook or split seating options affect driver retention.
Trust 3PLs for more than deadheads
Rather than only using the third party logistics providers (3PLs) you work with to fill deadhead loads, you can use them more strategically. Take advantage of a 3PL’s size and relationships to find more consistent loads in the lanes you and your drivers want. This again ties to the idea of greater predictability.
Create recognition programs
There are many ways to reward and recognize drivers; often, they involve competitions across the company. Some of the competitions I’ve heard of include safety, service, and even most miles driven competitions.
When in doubt, ask your truck drivers
This is by no means a comprehensive list of retention strategies. The truth is, only your drivers can tell you what is most important to them. Open conversation on everything from favorite shippers to what bells and whistles to get when ordering new trucks helps drivers feel included and respected.
Ultimately, the bottom line for driver retention is driver happiness. Drivers have to be happy to stay where they are. If you haven’t already, be sure to check out part 1 of this series, which focuses on how you can find new, quality truck drivers.