The American Trucking Association (ATA) reported a 9-point decrease in driver turnover rates for large carriers in 2022. It fell from a high 90 percent to 78 percent. While the decrease is good news, driver retention is still an issue for many fleets. And the costs to recruit and hire new drivers averages about $5,000 to $10,000. This is a direct hit to business revenue. Outsourcing or leasing drivers, or flat out turning away business due to the driver shortage means fleets need to do everything they can to keep the good drivers they have.
At Bergey’s Truck Centers, we too have a team of drivers, so we know what you’re going through. We hope you find this list of tips for keeping drivers happy to be useful in your own organization.
#1: Create A Safety First Culture. This is something that should cross every role in an organization, not just the drivers. Caring about the safety of your team is vital, especially to drivers who are out on the road day in and day out, dealing with the hazards of their environment. Safety training and servicing vehicles with proper preventive maintenance will help keep your drivers safe. You can also implement driver safety scorecards with scheduled reviews that ensure both you and your drivers are doing what it takes to keep safety top of mind.
#2: Invest in Training. Not everyone has a dedicated safety team. But don’t let that stop you. There are many options available online that can be added into your processes that can help. Look into Smith System – a program based on five rules for operating motor vehicles that aim to reduce injuries, lower costs, and maintain compliance.
#3: Showcase your Benefits. Yes, you covered this when they were hired. But benefits and needs change over time. Take the time to highlight all the benefits available to them. Provide a total compensation plan so they can see the value you are investing in keeping them on the team.
#4: Offer a Career Path / Advancement. Everyone wants to know their possibilities for growth. Create and share a salary plan so they know when and what is required for the next pay increase, when they will earn more paid time off, how they can move into more desirable routes or shifts. If your organization is large enough, outline ways drivers can make a possible move into management roles. At some point they may welcome the opportunity to get off the road, so don’t lose them – show them how they can move into scheduling, fleet management, driver training or driver team supervisors.
#5: Prioritize Health and Wellness. Your drivers spend hours on the road. Come up with some creative ways to help them stay healthy. Gym membership programs, Teladoc programs, nutrition guidance and apps and understanding and prepping for required DOT medical exams can all show your care for their wellbeing.
#6: Recognize and Reward. While we will be talking more in depth about this next month in preparation for National Truck Driver Appreciation Week coming up in September, it doesn’t hurt to have an ongoing program. From simple personal notes of appreciation from leadership, gift cards or other ways to recognize safety as well as their hard work and commitment.
#7: Prioritize Work/Life Balance. Scheduling can be challenging, trying to keep drivers happy and meet customer commitments. When possible, try to be as consistent with routes and shifts to help your drivers manage their life off the road. Being home daily may not always be possible for some businesses, so try to strive for a 4-day work week to manage life on the road while providing quality home time.
Truck driving is an important and demanding job. Nearly everything we need and enjoy was delivered by a truck. Be sure to keep that in mind when you are creating your own driver retention program.
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