Categories
Archives
The trucking industry has one of the highest turnover rates of any field. In 2023, 91% of truckers switched jobs.
With every new hire costing between $6000 and $12000, this can cause a major dent in your profitability.
So, how do you minimize employee turnover in truck driving jobs?
One key factor is ensuring you’re hiring the best possible drivers from the beginning. After that, it’s up to you to foster a work environment that makes them want to stay.
Let’s examine five strategies for reducing truck driver turnover and building a more reliable and loyal team.
5 Tips to Minimize Employee Turnover in Truck Driving Jobs
When drivers leave their jobs, they typically aren’t leaving the industry – they’re going to other trucking companies and chasing higher pay, more time at home, and an overall better work environment with additional perks.
To stay competitive and retain your drivers, consider these five strategies for creating a workplace that keeps drivers on board.
1. Hire the Right Drivers From the Start
Partner With a Staffing Agency:
Working with a specialized recruiting agency, like Spec on the Job, will streamline your hiring process and connect you with qualified drivers. Our agency understands the demands of the trucking industry and helps find candidates who align with your company’s values, reducing the likelihood of turnover in the long run.
Conduct Thorough Screening and Vetting:
A tried-and-true screening process is essential to finding reliable and capable drivers. Background checks, skill assessments, and reference checks should all be part of the screening. Taking the time to thoroughly vet candidates helps reduce turnover risk and builds trust and reliability within your team.
At Spec on the Job, we have a 5-point vetting and screening process to ensure qualified candidates every time. Our rigorous standards for all CDL and non-CDL driver recruiting exceed all Federal Motor Carrier Safety Administration and Department of Transportation regulations. We thoroughly screen every candidate to ensure they stay DOT-compliant and maintain a safe track record, lowering your company’s employment and compliance risks.
2. Offer Competitive Compensation and Benefits
Stay Competitive with Pay Rates:
To keep drivers on staff, they need to know that you value them and pay them a competitive salary. According to the Bureau of Labor Statistics, the median annual wage for heavy and tractor-trailer truck drivers in 2023 was approximately $50,000. Still, drivers frequently switch jobs for a wage increase of just a few cents per mile.
Offer Incentives and Bonuses:
An American Transportation Research Institute survey states that trucking companies that offer safety—and performance-based bonuses experience a 10-15% lower turnover rate. To help drivers feel recognized and appreciated, you can provide bonuses for milestones like safe driving, fuel efficiency, and years of service.
Give Comprehensive Benefits:
Health and retirement benefits are a significant factor in job satisfaction. Offering health benefits, retirement plans, and paid time off shows drivers they’re valued as long-term team members, not just short-term labor.
3. Prioritize Work-Life Balance
Provide Flexible Scheduling:
Long hours and tight schedules can lead to burnout–a major reason drivers leave their jobs. Offering flexible routes and schedules can help drivers maintain a better work-life balance, reduce stress, and promote longevity in their roles.
According to the American Trucking Association, burnout contributes significantly to the 91% turnover rate, showing that flexible scheduling can play a big part in retaining your drivers.
Encourage Time Off for Rest and Visiting Family:
Structured time off is essential for both physical and mental well-being. Ensuring drivers have the opportunity to rest and spend time with their families not only prevents fatigue but also improves job satisfaction.
We recommend implementing policies that outline a specific number of days that drivers can spend at home off the road.
Match Drivers to Suitable Routes and Schedules:
Aligning drivers with routes that suit their experience level, preferences, and lifestyle can lead to happier employees.
For example, drivers who prefer short-haul assignments may burn out quickly on long-haul routes, while those who enjoy the open road may feel restricted by local-only routes. You create a more fulfilling work experience by tailoring roles to individual drivers.
4. Provide Ongoing Training and Development Opportunities
Safety Training and Skill Development:
Ongoing training programs help drivers improve their skills, enhance safety, and stay updated on industry standards.
It’s best to organize regular refresher courses on safe driving practices, defensive driving, and handling hazardous materials. This protects drivers and helps reduce company liability, creating a safer work environment for everyone.
Provide Pathways for Advancement:
Offering career advancement opportunities can significantly improve driver retention. Setting clear pathways to roles such as lead driver, driver trainer, or dispatcher gives drivers something to work toward.
Utilize Route-Planning Technology:
What’s your current solution for route planning? Does management play a role, or are you leaving the planning up to your drivers?
We recommend you help drivers plan routes and invest in route optimization software, like Routific, or other easy-to-use driver apps. This will help your drivers find the quickest, most efficient routes for the day. This way, drivers will be more satisfied and may even finish their routes earlier than expected.
5. Create a Positive Work Environment and Culture
Encourage Open Communication:
Regular check-ins with drivers allow drivers to voice concerns, share their experiences, and feel genuinely heard. The best way to do this is through weekly calls, quarterly reviews, or informal feedback sessions.
For example, you could implement “Driver Feedback Fridays.” This would be a set time each week when drivers can talk to managers about issues or improvements they’d like to see. This fosters an open dialogue so drivers feel valued.
Recognize and Reward Good Performance:
Recognizing drivers for their hard work can improve morale. Drivers should be praised for safe driving records, on-time deliveries, and 5-star customer service.
One way to reward good performance is by implementing a reward system, such as “Driver of the Month,” where top performers receive gift cards, extra paid time off, or a monetary bonus. Celebrating these achievements publicly, such as on a company-wide email or bulletin board, motivates drivers and encourages others to strive for similar recognition.
We Help Build Reliable, Long-Term Driving Teams
Partnering with a specialized truck driver staffing agency like Spec on the Job can be the key to reducing employee turnover. When you work with an agency that understands your needs, you can build a team that’s motivated to stay.
Are you ready to build a strong team of reliable drivers? Contact Spec on the Job to find the best candidates for your truck driving positions.
