Key Strategies to Retain Top Talent in the Trucking Industry

 

Hiring new employees is a costly endeavor, with expenses ranging from $4,000 to $20,000 depending on the position, according to Indeed. These costs cover job postings, background checks, onboarding, and training. Given these high expenses, retaining existing employees should be a priority for any business.

However, retention remains a challenge, as a Gallup survey revealed that 51% of workers are open to leaving their current job. The top reasons for this include issues with company culture, work/life balance, and dissatisfaction with pay and leadership. The pandemic has heightened the importance of these factors, prompting employees to reassess their priorities and seek environments where they feel acknowledged and valued.

To address these concerns, Adrian Chapman, founder and CEO of Cover 3 Consulting, outlined six crucial steps that companies can take to improve employee retention:

1. Understand Motivations: Before hiring, identify what drives potential employees and ensure their goals align with your company’s mission.
2. Early Connection: Human resources should establish communication with new hires before their start date, fostering a sense of belonging from day one.
3. Involve Leadership: Senior leaders should welcome new employees to make them feel valued and part of the team.
4. Mentorship: Pair new hires with experienced employees to create a mentor/mentee relationship, providing guidance and support.
5. Positive Treatment: Ensure that managers and colleagues treat new employees well, as poor management is a common reason for turnover.
6. Celebrate Success: Publicly acknowledge and celebrate employee achievements to make them feel appreciated and recognized.

These strategies are vital across all roles, but they are especially critical for retaining diesel technicians—a group in high demand with a significant shortage in the industry. The U.S. Bureau of Labor Statistics projects a need for 28,500 new diesel technicians by 2031, yet there is currently a 3.8:1 demand-to-supply ratio.

To retain diesel technicians, it’s essential to apply the six steps above and offer additional incentives. One effective strategy is to provide new toolsets for technicians and offer them ownership after a certain period. Keeping up with the latest technology and providing ongoing training are also crucial, as the industry evolves and the need for tech-savvy technicians grows.

With the average age of diesel technicians at 42, and a wave of retirements on the horizon, recruiting and retaining younger talent is critical for the industry’s future. By focusing on these retention strategies, companies can build a loyal, skilled workforce that will support their long-term success.

 

Source:

https://www.fleetowner.com/perspectives/ideaxchange/blog/55135311/follow-these-steps-to-retain-top-trucking-talent