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ransportation Insights

No single issue costs more and causes as much concern among truckload carriers than the problem of driver turnover. Most TL companies are literally revolving doors with the rotation of incoming and outgoing drivers. It is not uncommon for turnover rates to exceed 80% annually at many carriers.

The reasons why drivers seek other employment are not always as clear-cut as one might imagine. Sure, pay rates, miles, home time, benefits and equipment are all tangible reasons why drivers leave. There are also just as many intangible reasons, such as problems with dispatch, no genuine care from management, lack of respect from management, the way loads are assigned to drivers, etc.

It sometimes seems that there are as many reasons why drivers leave as there are drivers. The solution to the problem of turnover does not have a simple answer. For one thing, because there is such a shortage of qualified drivers today, a good driver can literally pick the company for which he wants to work.

So, No. 1, good communication is imperative. You need to know what each driver wants and expects as conditions of continued employment with your firm. Just as you have expectations of the driver, he or she, too, has expectations of you. Remember, know your driver’s individual needs and you’ll be one step closer to keeping him.

All drivers’ needs are not the same, so knowing your drivers not only shows that you care as a company, but also ensures that you are aware of the limitations of each driver from an operations point of view.

From the moment of initial contact with a representative of your company, it is crucial that everyone is on the same page. Promises that are made during the recruiting process that aren’t kept by operations will totally defeat the integrity of your company. This not only applies to recruiting and operations, but also to the payroll, maintenance and safety departments as well.

Keeping qualified drivers requires a total company commitment. If you can’t keep a promise, don’t make it. Too many times a recruiter, in his attempts to keep his numbers up, will make false promises to a prospective driver. When the promises are not kept, all integrity is lost.

When honesty and integrity leave, it won’t be long before it’s time for everyone to leave.

Managing a fleet of drivers is not easy. Meeting demanding just-in-time schedules, re-powering unexpected breakdowns, complying with rigid Department of Transportation requirements, carrying out the logistics to ensure timely pickup and delivery and the myriad other issues that occur on a daily basis do not always allow the time necessary to be as personalized as we should be.

The scenario becomes so hectic that drivers get lost in the shuffle.

Most companies are very competitive when it comes to the tangible items. When it comes to the intangible ones, however, most companies just don’t have the time. You’ll always find the time to recruit new drivers, but when will you find the time to keep the ones you already have?

There are many reasons why drivers leave and many reasons why drivers stay. Good communication skills and having a total company commitment to honesty and integrity are just two simple practices to observe.

These ideas won’t cost your company a dime to put into effect, but I guarantee they will save your company thousands in the long run.

The writer offers training seminars to the truckload carrier industry on driver turnover and retention through his firm in Canton, Mich.

This story appeared in the Aug. 4 print edition of Transport Topics. Subscribe today.