A recent survey of over 6,900 drivers was taken to determine what drivers like, what they don’t like, and what they want to improve. There were four major trends that fleets can use to help retain their drivers and increase their driver’s satisfaction with their jobs.
Emotional Compensation
If a company doesn’t provide great compensation, why would a driver keep driving for them? The emotional compensation of the job. Some may call in the work environment, but it’s essentially what the fleet is doing to make and strengthen the ties between driving and non-driving staff.
A fleet that creates a positive environment between these two groups is a fleet that has greater emotional compensation. Communication is key, and quality communication is what keeps a driver. Transparency, honesty, and respect will keep a driver driving for a company that may not have the best rates.
Consistency
Many fleets pay-per-mile for their drivers, but one of the biggest problems with that, is that if a driver is not driving, he is not getting paid. If a fleet doesn’t keep their trucks maintained, or if there are communication errors or issues, the driver has nowhere to drive.
There is an obvious movement toward weekly pay to stabilize driver income. Consistency in a driver’s paychecks eliminates the need for loans in between pay, and lets drivers build their credit the way they should be able to.
Maintenance
Drivers tend to resist any impediment to their driving, whether it be maintenance, collision, or detention related. It’s no surprise, if the wheels aren’t turning, the driver is losing compensation.
Automated maintenance scheduling has picked up traction, especially in the wake of the pandemic. This increases visibility for drivers and departments to see when their trucks will be in the shop. Many fleets are adopting apps and routines to keep everyone up to date and be as transparent as possible for what their trucks need.
Shipper relations
Driver apps and two-way scorecards have started to even out the playing field between drivers and customers. Drivers, when dealing with shippers, want to be treated as valuable partners in the supply train, and when that breaks down, so do relationships.
With more access to a two-way review, customers that are rude to the drivers or deny access to facilities do not stay customers for very long. The fleet that demands respect for their drivers keep their drivers.
Source: truckinginfo.com
I believe that older drivers have gypsy blood in them cause I still see them switching companies frequently.
My first company I drove 16 months for them and the micromanaging had me looking for another job. The next job lasted 7 months because DOT closed the doors on them. My next job was 17 months, with the last year running containers into the Port of Oakland. I really enjoyed that job but the load planner did not respect my home time and staying out four to six weeks was long enough for me because I am a widow and have to take care of bills and paperwork that come in snail mail. Next month will be 3 years with this company. They run me hard, close to 145,000 on average every year and I am home usually every 10 to 14 days to do a reset and take care of stuff at home. While pay is essential (I’m 70 and want to retire in a couple years), it’s not as important as where the truck is governed at and home time. Plus, they let me know I’m valuable to them. The grass is NOT greener elsewhere.
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