retain women truck drivers

The amount of organizations across the nation that are striving to attract and retain women truck drivers will only continue to increase. However, in order to achieve this, employers must make a few changes to how they are approaching recruiting women truckers. Implement these 4 ideas to attract and retain women truck drivers.

1. Offer Flexible Work Options

Employers are able to get their drivers home more often by offering more local opportunities or implementing software that enables smart route scheduling. This is especially attractive to women drivers who are seeking a position that offers more work-life balance.

2. Showcase Women in Recruiting Language and Imagery

In order to hire more women truck drivers, employers need to communicate this mission. When advertising trucking jobs, it’s important to remember to also feature women drivers in imagery. In addition, evolving the voice used for recruiting messaging will allow organizations to appeal to more women as well.

3. Offer Advancement Options for Women

Companies that have women in leadership roles will oftentimes attract more women truck drivers as they see firsthand that women are welcome and capable of advancing in the organization. In addition, organizations that implement programs that specifically focus on engaging and advancing women will see a better response in driver retention than organizations that do not.

4. Ask for Feedback From Women Drivers

Like all drivers, women truckers enjoy sharing their opinion about their level of job satisfaction and future outlook on their position. Therefore, companies that fall victim to not asking for feedback from their women drivers will miss the opportunity to know what’s working well and what needs to be improved.

Avoiding these 4 mistakes will help ensure that employers are evolving their company culture to embrace and support women truckers.

ultimate guide to retaining truck drivers

Ultimate Guide to Retaining Truck Drivers

You work so hard to recruit the best truck drivers for your fleet. The trick is retaining them. This guide is packed with tips for retaining your fleet.

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fleet amenities

A great way for companies to stay competitive in today’s hiring market is to offer unique benefits and fleet amenities that prove to drivers that they are willing to go above and beyond.

Companies can stand out from the competition by investing in fleet amenity upgrades in order to create a more comfortable, home-like atmosphere in the cab.

Upgrade your Fleet Amenities

  • Comfortable seating
  • Memory foam mattress
  • LED lighting with dimmer switches
  • Sound dampening
  • APU units
  • Refrigerators
  • Cabinets and/or built-in storage space
  • Premium audio and/or TV system, could even include a Sirius XM Radio subscription
  • Freightliner In-Cab Training (FIT) System

Before investing in these upgrades, companies should be sure to ask their drivers what matters most to them. Drivers want their voices to be heard and will share their feedback when asked. Companies can receive this feedback by sending out a survey asking drivers to rank upgrades that are most important to them. When sending out the survey, companies can explain the reasoning behind these upgrades—to help drivers be more comfortable on the road and increase their job satisfaction.

But what’s in it for the company?

Upgrading your fleet amenities can be a costly venture for organizations; however, the long-term cost savings might be worth the initial investment. When implementing some of the upgrades, especially better seating, mattresses, and refrigerators, companies see their drivers improve their health and sleep patterns.

By implementing these upgrades, companies can experience some of the following benefits:

  • Healthcare savings
  • Reduced driver turnover
  • Increased driver job satisfaction
  • Electric, heating, and cooling cost savings

When it comes time to evaluate and brainstorm how to attract and retain better drivers, consider adding fleet amenity upgrades to the list!

ultimate guide to truck driver recruiting

Ultimate Guide to Truck Driver Recruiting

Current ways of recruiting truck drivers just don’t work anymore. That’s because recruiting isn’t a transaction. This ultimate guide helps carriers recruit for retention.

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retain truck drivers

It is no surprise that America has been struggling with a truck driver shortage over the past few years. Now more than ever, the ability to retain truck drivers is key. Companies need to reevaluate their recruiting and retention strategies for finding and keeping qualified drivers.

Some companies have tried offering a large sign-on bonus for drivers. Too many are then faced with turnover once the bonus is collected. Other companies have promised drivers home time and great pay, but fall short of delivering these perks.

In order to start attracting, hiring, and retaining qualified truck drivers in this competitive market, employers should apply these tips to their driver recruiting strategy to give themselves a competitive advantage.

1. Value Drivers by Being Honest and Respectful

The last thing a driver wants is a company that over-promises and under-delivers. Before posting a job, companies should take the time to reevaluate the perks of the job. Make sure that pay isn’t inflated, home time is realistic, and benefits are factual.

Truck drivers are looking for a job that meets their qualifications, but they are also looking for a job that meets their lifestyle.

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Drive My Way’s research shows that more drivers are requesting to travel with a pet or spouse. Similarly, drivers are looking for home time, and are placing more value on maintaining their health while driving. Companies who are truthful in their job advertisements will attract the best candidates. Look for drivers who not only meet the qualifications, but are also happy with the lifestyle that the job offers.

When a company promises a driver these perks but then changes the rules a few months into the job, the driver loses interest in keeping that job and also loses respect for the company.

After a driver loses respect for a company, that driver will let his or her entire network of drivers know exactly what happened. That will only increase the difficulty in filling future jobs.

2. Ask Drivers for Their Feedback Before They Post It Themselves

Sometimes it takes a company to post a job advertisement on Facebook to find out from their current drivers that something is unsatisfactory. Maybe their pay is too low, their benefits aren’t desirable, or the company over-promises and under-delivers. Drivers want supervisors to hear their opinions. They are willing to share feedback—the problem is, most companies never ask. Companies that retain truck drivers value input from all divisions of the fleet.

Instead of waiting to receive this feedback on a public social media platform, companies should ask their drivers for feedback directly through an engagement survey, an in-person conversation, or a even a quick poll.

This gives the company an accurate pulse on their drivers’ happiness and satisfaction with their jobs. It is also a great retention method because it proves that the company cares.

After collecting the feedback from drivers, companies should have a plan in place. It’s important to quickly address the feedback and make improvements. Nothing is worse than providing feedback to a company and never seeing anything come from the survey.

3. Offer Referral Bonuses and Performance Incentives

Drivers are looking for more than just a lofty sign-on bonus. To retain truck drivers, offer opportunities to be involved with a community. Acknowledge drivers for their accomplishments (no matter the size), and give areas for growth. Drivers with these opportunities, they are more willing to refer a friend to a job opening at their company. They will also be more engaged with their work.

Instead of constantly investing in replacing drivers, companies should implement referral bonus programs or performance incentives to retain their current, already-qualified drivers.

However, don’t let your referral bonus or performance incentive program fall into the “large sign-on bonus trap.” Focus on incentives that are linked to retention instead of incentivizing quick turnover.

When implementing a referral bonus program, give the money out after the referred driver is with the company for a specific time. Doing so protects companies from granting it immediately after a new driver starts, but having the driver quickly leave. In addition, performance incentives should reward drivers for maintaining good safety measures, fuel efficiency, and time management skills over an extended period of time. These not only help drivers stay focused on the company’s goals, but also reward them for living out the mission.

ultimate guide to retaining truck drivers

Ultimate Guide to Retaining Truck Drivers

You work so hard to recruit the best truck drivers for your fleet. The trick is retaining them. This guide is packed with tips for retaining your fleet.

Get the Ebook