This is the last of a 4 part series dealing with Driver Recruitment and Retention. In this last part of the series, we will discuss why drivers leave companies.

• Drivers want to feel respected as a professional and given attention from the moment they walk in the door to apply.

How do you treat your drivers from the time they walk in the door and until they are hired? How are they treated during employment? Do the drivers feel appreciated? Try putting yourself in their position. Do you remember applying for a job and treated as a warm body? Not a good feeling. You don’t get a second chance to make a first impression. Starting out with a strong introduction will make new drivers excited about working with you and excited to perform at their best.

• Drivers need to be able to provide for their families.

Drivers need to trust that their families are being taken care of even when they are thousands of miles from home. If a driver is far away from home and his check isn’t deposited on time or deposited with the incorrect amount of money, this can add stress and uncertainty about the employer. Any situation like this must be addressed immediately. If not, you can expect the driver to jump ship.

• Drivers talk to each other about the company — the good and the bad, but especially the BAD.

When you get any group of drivers together, they are going to talk about the biggest thing they have in common; the employer.

1. Management Does the management from top to bottom have the driver’s respect and trust?
2. Dispatch This is one of the most critical areas of your operation. The relationship between the driver and the dispatcher makes or breaks the operation. I know of many instances where inexperienced dispatchers have lied or abused drivers. Let’s face it, drivers treated this way are already on the way out. It is a driver’s market and they realize this. The dispatcher that can relate to the drivers and has their trust will save a company thousands of dollars.

• Drivers want to be recognized for their efforts.

This doesn’t take a lot of time or cost.

1. Saying “Thank You” for a job well done; i.e., verbally, gift cards, apparel, etc.
2. A Safety Program with a Safety Bonus
3. An Appreciation Letter with a copy in the driver’s file

• Equipment and Maintenance:

Quality drivers, true professionals will not stay with a company that has inferior equipment or does not maintain the equipment. Drivers take pride in their equipment and do not want to be seen in a vehicle that is not maintained. Equipment that is not maintained isn’t safe. This causes breakdowns, inspection fines, and may possibly be out of service. Neglecting equipment and maintenance can result in the loss of a quality professional driver.

In conclusion, there is no one magic bullet in recruiting drivers and retaining them. It is incorporating best practices in recruiting, retention and avoiding the pitfalls that are addressed in this article. It is far more cost effective and much easier to implement best practices and apply them with diligence, rather than having a revolving door of drivers.

With the driver shortage expecting to accelerate, it is imperative that companies review their operating procedures and improve the relationship with their drivers.