3-reasons-truck-drivers-leave-cdl-trucking-jobs

For the last several years, employers across the country are trying to reverse the problem and understand why truck drivers leave CDL trucking jobs. The truck driver shortage has caused employers to constantly reevaluate and improve how they attract, hire, and retain truck drivers. An abundance of effort, time, and money is often spent to find and hire a few drivers, so when that driver leaves, the employer wonders if all of that effort was just a waste of time and money.

To help employers retain more drivers, we compiled a list of 3 reasons that truck drivers leave CDL trucking jobs.

1. Pay and Benefits

In the competitive job market, pay and benefits are becoming increasingly important for truck drivers. Companies are finding that they need to go above and beyond from a compensation and benefits perspective, as average simply isn’t cutting it anymore.

In addition to offering higher pay and better benefits, many companies have also tried adding a large sign-on bonus to the offer to attract truck drivers.

However, some of those companies have found that offering a large sign-on bonus might attract truck drivers up front, but then lead to low driver retention down the line.

This is due to the mentality of some truckers staying long enough to collect the bonus, then transitioning to the next company offering the same large check.

We asked our driver community if a good salary or a large sign-on bonus is more important to them when searching for a new job, and the results of our poll are below.

2. Empty Promises

Companies are finding that they can no longer over-promise and under-deliver anything as truckers will quickly leave the company and share the details around the empty promise with their network. Drivers want to work for an organization that respects their opinion, values them as an employee, and knows their name instead of just their truck number.

In this job market, drivers demand transparency and honesty as they are sick and tired of being burned from companies in the past.

Employers who are transparent in nature with pay, benefits, job role, home time, etc. often see better, more sustainable driver retention than those who exaggerate in a job description to get drivers in the door. In addition, if the truck drivers trust the organization, they won’t be shy to share this approval with their network, leading to an organic driver referral program for the organization.

3. Bad Dispatchers

As the saying goes, employees don’t leave the company. Employees leave the people at the company.

If truck drivers find themselves working with a terrible supervisor or dispatcher, it won’t be long until they start looking for a better opportunity.

The dispatcher is the primary representation for the company, and sometimes, a trucker’s only contact. Companies that spend time matching dispatchers and drivers based on personality types, leadership styles, etc. will oftentimes see better relationships form, leading to increased driver retention.

In addition, companies who ask for dispatcher feedback from their drivers will be able to proactively correct or improve situations before a driver is out the door.

Overall, companies that remember that this is a driver’s market will focus on putting truckers first, remaining transparent with job requirements, and offering competitive pay and benefits to continuously stand out against the competition.

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