How to Set Your Truck Drivers Up for Success

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Nearly every truck driver can tell a story about taking a job with a company that does not provide them with the tools and resources they need to be successful. Whether it’s poorly maintained trucks or a confusing onboarding process, there are some clear indicating factors that will impact a company’s driver retention rate. Truck driving is already a stressful occupation, which is why drivers will not hesitate to change companies if they feel their needs are not being met.  

To ensure that your company has a strong driver retention rate, you should set your drivers up for success from the moment they first apply to work for you. 

Clear Application & Onboarding Processes: Long applications, lack of response, or being treated like a number are several reasons drivers have cited about why they decided to join another company. To keep quality drivers, you must first be able to hire and onboard them successfully, which is why this step is so critical. Work with your recruiting department to ensure that there are clear goals about responding to drivers in a timely manner, making them feel welcome, and following up regularly during the process. Solid communication during this initial phase of employment lays the foundation for the drivers’ experience with your company as a whole. It is also advisable to have a driver mentor program to help facilitate a new driver’s experience once they join the team.  

Set Realistic Delivery Goals: Once drivers have joined your team there are several areas that they may run into issues while working, but we have noticed the top one is related to delivery. Many shipping companies set timelines that are extremely tight providing truck drivers with little room for error. Delivery times can be impacted by many factors including traffic and weather, so it is important to give drivers some flexibility to account for unexpected events. The last thing your company needs is drivers driving recklessly to meet tight deadlines.  

Providing Resources for Mental & Physical Health: Truck driving takes a toll on a person’s body both mentally and physically, which is why providing resources for your drivers is a key way to help set them up for success. Health issues common amongst truck drivers include stress, high blood pressure, obesity, depression, lack of sleep, and more. To mitigate these issues, it is worth providing benefits that allow drivers to take better care of their health including insurance, gym memberships, schedules that allow for sufficient rest, and paid time off. Companies can also provide equipment to help trucks become more comfortable including seat cushions which provide lumbar support.  

Balance Home Time with Time on the Road: Another way companies can help drivers be more successful and lead a healthier, happier life is by balancing time at home, with time on the road. As mentioned above, depression is one of the biggest issues facing truck drivers today and it is largely due to the amount of time spent alone. To help your drivers combat loneliness, it is important to make sure their schedule does not keep them away from home for weeks at a time and that they have plenty of breaks to communicate with their families.   

Regularly Maintain Trucks & Equipment: Deliveries are only possible if drivers can arrive at their destination safely and without issue. Drivers are often faced with trucks and other equipment that is not functioning properly. To ensure your team is able to do their jobs successfully, maintaining trucks and equipment regularly is a must.  

The market for experienced and quality truck drivers remains competitive, which is why it is vital to consider new and innovative ways to increase driver retention. For more tips on how to increase driver retention, make sure to check out our blog for employers regularly.  

How Our Clients Are Celebrating This Driver Appreciation Week

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Commercial truck driving is one of the most dangerous jobs in America. It’s also one of the most important, with drivers across the nation responsible for transporting over 70% of the United States’ freight.  

 

Each year, Truck Driver Appreciation Week provides the perfect opportunity to recognize and celebrate the tireless commitment of commercial drivers around the country. Here at Drive My Way, we’ve noticed that many of our clients have found creative and thoughtful ways to uplift their drivers with fun gifts, exciting games, and heartfelt messages. 

 

Keep reading to find out how our clients are shining the spotlight on their drivers this appreciation week, and how to keep the recognition going all year round. 

Goody Bags, Prizes, and More! 

Presents don’t have to be limited to birthdays or the holiday season any more! This September 10-16, many companies will provide their drivers with unique merchandise, useful tools, or fun swagto show their appreciation. A personalized gift is a thoughtful way to reward drivers for their hard work and show that you care.  

Company merchandise is a great way to show drivers how important they are to the mission, such as Go-To Transport’s tumbler.

This year, drivers at Go-To Transport can look forward to receiving a fun collection of company merchandise from display tables set up at their locations throughout the country. A Go-To tumbler, pen, and personal thank you card will be available to every company driver that stops by throughout the week. Drivers will also be able to choose between either a baseball cap, beanie, or a hoodie, depending on supplies.  

 

Drivers for NFI Industries are sure to enjoy choosing from a wide range of fun gear this appreciation week too. With locations across the country and over 4,500 drivers and contractors nationwide, NFI has stepped up by offering company hats, shirts, duffle bags, lunch boxes, and more!  

 

Meanwhile, Schwend, Inc. is utilizing its four locations across the South to set up stations for drivers to receive goody bags and door prizes this appreciation week. Prizes will range from Schwend merchandise to tickets for a weekend vacation!  

At each location, Schwend will also be setting up a breakfast and lunch serving station, where drivers can receive a home cooked meal each day of appreciation week. But for any driver that isn’t able to make it to a company terminal, there’s no need to worry! Schwend will offer to cover a few meals throughout the week for any driver out on the road.  

 

Do Something Nice 

You can never say ‘thank you’ too often. For many commercial truck drivers, they don’t hear it enough. This Driver Appreciation Week, show your team how much you care by sending out a thoughtful message or organizing an exciting event.  

 

The management team at Go-To Transport has been busy working with their marketing division to create a video of thank you messages for drivers to go on company social media pages. Hearing words of appreciation directly from management helps keep drivers invested in the company mission by highlighting the direct impact they have through their hard work.  

 

At NFI, it’s clear they know food is the way to everyone’s heart. Besides offering catered breakfast and lunch throughout the week, the company will be holding BBQ cookouts and picnics with food trucks, snow cone trucks, and raffle giveaways to celebrate their hardworking drivers across the country. 

 

At Schwend, their late summer employee appreciation picnics act as an extension of Driver Appreciation Week each year with cash prizes, CB radio giveaways, games, and more. Held at their Jasper, TN, and Dade City, FL, terminals, the picnics are open for all Schwend employees, but focus on drivers and their families.  

 

Truck Driver Appreciation Week is an annual reminder of the dedication, sacrifice, and commitment of commercial drivers across the nation. It’s a time to recognize and celebrate drivers, and to highlight the incredible contributions they make each day to the economy and our way of life.  

Drive My Way is proud of our clients and the efforts they make each year to acknowledge the hard work of their drivers.  

 

If your company celebrates Driver Appreciation Week in a unique way, or you’d like to be featured in more stories like this in the future, be sure to reach out to us on social media!  

 

Why Your Company Should Have a Driver Mentor Program

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Driver retention is one of the most important, and sometimes most challenging, parts of the recruiting process. With the current driver shortage and evolving recruiting practices, it’s more imperative than ever to stay ahead of the curve and keep your drivers safe, satisfied, and engaged.  

 

One sure fire way to foster a team environment, while improving driver safety and retention rates, is to create a driver mentor program. By pairing new hires with more experienced team members, you can show your drivers that you appreciate their work and are willing to invest in them. In addition, mentoring relationships at any stage of your career can help you achieve personal and professional development goals, such as learning a new skill, strengthening a competency, or becoming more productive, just to name a few. Keep reading to find out why a mentor program could be the best move for your company.  

 

Mentor vs. Manager: What’s the Difference? 

You might be asking yourself: what’s the point of a mentor when you have a great team of managers on the payroll? Mentors play a less formal role, allowing management to maintain the necessary level of professionalism. A mentor gives new drivers a chance to ask questions they might not be comfortable asking managers, and takes the pressure off while they are initially familiarizing themselves with company protocols. Mentoring is open and collaborative relationship between a mentor and mentee that is built on trust.  The relationship is defined by both parties. It can be formal or informal.  

 

“Engagement is the key to learning and development and being involved in a mentoring relationship can be quite profound as both mentors and mentees make themselves vulnerable, trusting in the process as they confidentially share insecurities, struggles ,mistakes, and valuable learnings with each other. It’s a level of transparency that makes this experience unique and helps accelerate one’s personal and professional development. Having a strong mentoring program not only helps to engage and advance women in the organization, it builds supportive relationships and fosters a culture of learning.” 

⁠—Beth Potratz, President and CEO, Drive My Way 

  

What Are the Benefits? 

By instating a driver mentor program, you aren’t just helping your newest team members. You are also helping the experienced drivers who become mentors, as well as your company as a whole!  

 

For the mentee, the benefits cannot be understated.  

  • A low pressure way to learn about company culture and expectations.  
  • Access to an experienced driver’s tips, tricks, and advice.  
  • Guidance whenever they have questions.  

 

At the same time, experienced drivers who take on the responsibility of becoming a mentor will experience benefits too.  

  • A chance to progress their career by developing coaching skills.  
  • Increased pay or other company incentives. 
  • The feeling of company recognition for being selected in this important role.  

 

Besides increased retention rates, there are other ways a mentor program can benefit your company.  

  • Lower your insurance rates with safer drivers.  
  • Foster a team environment through increased positivity and communication.  
  • Save money on training seminars.  

 

Changing the Face of Trucking, One Mentor at a Time 

Driver mentor programs also offer another benefit, one that will help in developing the entire trucking industry. As more women and members of underrepresented communities enter the field, mentors are a great way to ensure they receive the support and guidance they need while forging new paths in the industry.  

 

Organizations such as Women In Trucking (WIT) offer their own mentorship opportunities, including their Mentor Match Program and online community platform Engage. Through these programs, WIT promotes connection, support, and mentoring for women entering the field and offers a chance for experienced drivers to give back.  

 

Although programs like these are changing the trucking industry, there is no better way to support your drivers than by starting at a company level. A driver mentor program demonstrates to these employees that you appreciate and prioritize them, enabling you to grow your fleet while attracting top talent from diverse backgrounds.  

 

 

Driver mentor programs are a great way to save money and time while demonstrating to your drivers that their success is your top priority. Mentors also encourage diversity and growth in an evolving industry and are becoming an important differentiating factor in today’s highly competitive market.  

 

We’d love to hear any mentor success stories, or lessons you’ve learned while pairing up drivers, so be sure to reach out to us on social media! 

Hiring Drivers? Read These 5 Important Tips to Set Realistic Recruiting Goals 

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Recruiting truck drivers can be tricky. With the ongoing driver and freight shortages, coupled with evolving hiring practices industry wide, it is important to have clear standards and policies that follow realistic and measurable recruiting goals.  

 

Every company has different hiring practices depending on fleet size and capability, so setting realistic recruiting goals is an important step for your company to find top talent who are the right fit for the job. Keep reading to find out Drive My Way’s 5 tips to set realistic recruiting goals that will take you from hiring to onboarding in no time.  

 

Understand and Define the Need 

How many drivers do you need? Do you know which drivers are necessary for each market? These are important questions to ask yourself when setting foundational goals in recruiting. If you set goals regarding how many drivers you need and the necessary qualifications, you will be able to assess if your sourcing strategy will provide enough candidates that fit the criteria needed for your company. This is why it is essential to know where potential candidates are looking for jobs or industry updates.  

 

It’s also important to understand why the opening exists to be able to create hiring goals. If a driver is retiring, how far in advance should you be looking for a replacement? If you’re anticipating growth within your company, how should this reflect in your hiring practices? Defining your company’s demand is an important step to creating specific and attainable recruiting goals.  

 

Set Goals on a Timeline 

Setting goals is a key part of working ahead of time and being prepared. The hiring process can take a lot longer than you anticipate. Background checks and drug clearing house processing alone can add days or weeks. Allotting extra time and being flexible when creating will help you remain on track and still be able to measure your success.  

 

Even with goals set, you should still start ahead. Strike up connections with potential candidates, even if the time isn’t right yet. You’ll thank yourself later for being proactive now, by networking with drivers who could be a fit down the road.  

 

Establish Clearly Defined Minimum Qualifications  

Save yourself time and money by setting recruiting standards specific to your company. Well defined hiring criteria will ensure that every candidate meets the basic requirements, so you can spend more time with these candidates to eventually find the perfect match. It’s also important to be up front about your minimum qualifications. For example, if your company requires hair-follicle drug testing and you mention this on the job posting, candidates may self-select out and save you both in the long term. 

 

You also can’t have unrealistic expectations for applicants. You might prefer drivers to fill out an extensive application, but in today’s competitive market, drivers tend to not fully complete applications until all their questions have been answered. Be sure to make job listings mobile-friendly, and don’t be afraid to reach out to candidates with partially completed applications or you could lose top talent by setting unattainable goals.  

 

Provide Goals with Incentives for Recruiters 

Providing recruiters with incentives is a smart move to encourage high hiring rates and team morale while achieving your recruitment goals. When doing this, it is also important to make sure to have goals measuring quality metrics and not just hiring volume.  

 

As potential candidates progress through the phases of the hiring process (sourcing, screening, interview and selection, background check, offer and acceptance, orientation and training), it is important to measure your conversion rates through each of these phases to ensure efficient and effective practices. Providing incentives for recruiters successfully bringing candidates through this process will help you achieve your goals while keeping your team invested in the company.  

 

Set Goals From Recruiting to Orientation  

You have to look at the total candidate experience. As a recruiter, the job isn’t finished until the driver has officially started, and retention is a key measurement of recruiter success. To improve retention rates, hold the recruiter accountable for not just hiring the driver, but also for retaining them. By setting goals and providing incentives along each stage of the hiring process, your recruiters will ensure that they will create an open channel of communication with the candidate that should exist even after they’ve been hired. 

 

Metrics like volume of candidates attending an orientation, the speed of the process, and the amount of support they receive along the way are important markers to monitor and adjust when creating recruitment strategies.  

  

Setting goals for driver recruitment can help you achieve the results your company is looking for, but it’s important to keep one more thing in mind. Every step of the recruitment process should be measurable and able to be evaluated at any time. This means that recruiters should do a good job at marking where candidates are in the process, and management should organize and remain up to date on qualitative and quantitative results.  

 

Here at Drive My Way we’re always looking to learn more about the best recruiting processes and hiring strategies. If you have any ideas for us, please reach out on our  social media so we can continue learning!  

Best Ways to Celebrate Your Drivers During National Truck Driver Appreciation Week

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Truck driving is a career that is not for the faint of heart. With long hours, physical demands, and the stress of working on the road, it goes without saying that truck drivers are some of the hardest workers out there. Not only is truck driving a strenuous job, but it is also a vital one. Without the dedication of America’s truck drivers, communities across the nation would go without necessary goods; from food to clothing, truck drivers are the cornerstone of transportation in this country. For this and many other reasons, we honor our truck drivers every year during National Truck Driver Appreciation Week.  

History of National Truck Driver Appreciation Week  

According to the American Trucking Associations (ATA), National Truck Driver Appreciation Week is a time for Americans to show gratitude to the millions of truck drivers who make sure goods are delivered to communities across the country. This program is an annual celebration that was started by the ATA in 1988 to recognize the vital role that truck drivers play in our supply chain and economy. To put it into perspective, at least 80% of communities throughout the U.S. rely on trucks to meet their freight transportation needs. This year, National Truck Driver Appreciation Week is September 10th –16th.  

 

Best Ways to Celebrate Your Drivers During National Truck Driver Appreciation Week  

There are many wonderful appreciation ideas for celebrating your drivers during National Truck Driver Appreciation Week. From bonuses to free lunches, these gestures go a long way in showing gratitude for your drivers. Some other creative ways to celebrate your drivers include:  

Ask Your Drivers: One of the best ways to celebrate your team is asking for their feedback. By having an open dialogue with your drivers, you can see the areas where the company is excelling, and the areas that could use improvement. Perhaps your drivers would benefit from the use of new technology. Do you have a bonus structure in place? Even new seats in their trucks could go a long way in showing that you value your drivers’ well-being. By asking them what would make their job more comfortable, you not only are able to show appreciation, but also demonstrate that their opinion has an impact on the company as a whole.  

Survival Kits: Way cooler than a gift basket, survival kits are a creative way to put together items that your drivers can use while they are on a haul. From healthy snacks to new tech, a truck driver survival kit is a fun gift that shows your team that you value their hard work and are dedicated to providing them with tools they need to continue to do their job well.  

Family Time: Truck driving is demanding physically, but it is also draining emotionally. Many drivers spend weeks at a time away from their families, which is tough. A great way to show appreciation for drivers is to include extra time with family. Whether that is an extra day off, family company events, or the option to bring your family on the road, these gestures mean the world to drivers. This story, shared on Healthy Trucking of America, highlights the ups and downs of having a parent that is an OTR driver. By ensuring that your drivers have a healthy work-life balance and plenty of time to spend with family, you can not only increase driver retention, but show your team that you genuinely care about them having quality time to spend with their spouses and children.  

 

Showing Gratitude for Your Drivers Year-Round  

While showing your gratitude to your drivers during National Truck Driver Appreciation Week is a wonderful gesture, year-round appreciation is an important tool for companies to invest time and energy into, so they can increase driver retention. For additional truck driver appreciation ideas, download our Quick Guide to Truck Driver Appreciation.  

 

What are some ways your company shows appreciation for your drivers during National Truck Driver Appreciation Week, or year-round? Connect with us on Facebook, LinkedIn, or Instagram; we would love to hear from you!  

4 Tips for Recruiting Truck Drivers

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If the ongoing  shortage of truck drivers  has made one thing clear, it’s that recruiting and retaining drivers is more important than ever. Hiring, training, and retaining dedicated drivers is crucial to finding success in today’s economy, and it all starts with the recruitment of the right candidates for the job.  

Struggling to attract talent or recruit them into your organization? Wondering how to meet the demands of the market and stay competitive in an ever-changing industry? These 4 tips are sure to help you set your organization up for success when recruiting truck drivers.  

  1. Make Your Marketing Driver-Centric

In today’s world, drivers look to the regular marketing channels to find information about prospective companies and fleets. This means that good recruitment strategies begin with strong marketing and carefully curated content.  

What kinds of content currently exist on the company website and social media pages? Information about how successful a company is won’t be of much interest to a potential employee. It’s important to highlight driver-centric content, or the kinds of benefits a driver can receive from your company.  

Ultimately, a driver wants to know that the company will treat their drivers with care and provide the benefits they are looking for.  

Highlight any wellness programs or culture initiatives that differentiate your company from the competition. Providing information on schedules, work-life balance, and fleet amenities can help drivers see how much you care. Including testimonials from current, satisfied employees builds trust and offers the real insight drivers are looking for.  

Remember, drivers are always wondering “what can they do for me?” Driver-centric marketing will leave no doubt in their mind that you’re the right company for them.  

  1. Target the Right Audience 

Before you start moving prospective drivers through the recruitment pipeline, you have to be sure you’re selecting from the best pool of candidates for the job.  

Many driving fleets have very specific needs and requirements that not all candidates are ideal for. Knowing how to target the right segment of candidates will make the process more efficient and effective.  

Databases allow you to select drivers based on driver type, years of experience, haul experience, geographical location, and other factors. Focusing on any of these segments early in the recruiting process can save you time and energy. It will also increase the overall effectiveness of the company. By not optimizing this stage of recruitment, you could potentially lose hours chasing leads which were never well suited for that particular fleet or job.  

If you don’t have an easy or effective way to browse data on prospective drivers, Drive My Way can help you target the specific segment of drivers needed for your particular situation.  

  1. Use the Latest Digital Recruiting Methods

Driver recruitment methods are constantly changing, so it’s important to stay up to date with the latest and most effective strategies. Social media continues to evolve as a tool, and drivers use these platforms to research companies, read comments, and evaluate employers. Since drivers are often on the road, they’ll use their mobile devices to search for job leads.  

When viewers like, follow, share, or comment on your content, it can increase the audience exponentially. But advertising job postings on social media channels isn’t enough to attract the talent you’re looking for.  

Post engaging content on your platforms which drivers will want to view. In addition, search engine optimization of your content will ensure that your website is receiving as much traffic as possible. Use software like Google Analytics and Google Keyword Planner to optimize your post by including trending phrases and words.  

Applications should be short and mobile-friendly to avoid any bottlenecking in the recruiting process. Drivers often don’t have enough time to fill out a long application, so a shorter version with only basic information required is best initially, with the option to complete the remaining components later.  

It’s helpful to stay on top of the latest digital tools for recruiting and analyze which strategies could be useful for your company.   

  1. Re-engage Old Leads

In the trucking industry, the unusually high turnover rate of drivers poses a unique challenge for recruiters.  

One of the best ways a recruiter can continually bring people into the pipeline is by re-engaging old leads or cold leads.  

Many drivers who could be a perfect fit but were previously unavailable or chose to drive for a different fleet might be available and looking for opportunities again. Leads and prospects that have gone cold or did not convert into driver status should not be forgotten. Instead, keep them in mind for the future and maintain a connection.  

Drip marketing, engaging content on blogs, social media, and newsletters are all great strategies to stay connected to old leads and assure that your fleet remains fresh on their minds when they’re considering a new employer.  

 

 

While driver recruiting in the trucking industry can be daunting, many of the unique challenges you face can be combated by these solutions. Master these four tips to experience recruiting as it should be: easy, effective, and rewarding.  

5 Ways to Increase Retention of New Truck Drivers

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truck driver retentionTruck driver retention is a well-documented problem in the trucking industry. Carriers are finding it harder and harder to retain qualified drivers after they’ve joined their fleet. The problem is even worse in the first few months, as that’s when drivers are the most likely to leave. Here are 5 ways that carriers can increase the retention of drivers during the first year.  

1. Perform Exit and Stay Interviews

stay interviewIf you’re experiencing a high turnover of new drivers, the most important thing to do is figure out why. And the best people to ask? The drivers who are leaving. 

If you’re not already, consider conducting exit interviews. An exit interview is a conversation with a driver who is planning on leaving your carrier. The exit interview is usually done on the driver’s last day or week but can also happen shortly after they leave the company.  

Exit interviews are used to understand the reasons that drivers are choosing to work elsewhere. These reasons may be related to compensation, benefits, home time, schedule, equipment, route, type of haul, company culture, leadership, or anything else.  

After you’ve conducted a few exit interviews, you can begin to look for patterns and then make an action plan for how to address the situation. But conducting exit interviews is not always possible. A driver may choose not to participate, or they may have ghosted your carrier altogether so you’re not able to arrange one.  

That’s why it’s important to conduct stay interviews as well. These are interviews you do with drivers who have been with your carrier for a long time, usually at least a year. These interviews are very similar to exit interviews, but instead of asking “Why are you leaving?”, you’ll be asking drivers what it is about your carrier that makes them want to stay. 

Exit and stay interviews are just two ways to collect driver feedback, which is arguably the most important thing that a carrier needs if it’s serious about increasing their truck driver retention.

2. Have a Rewards/Incentive Program

Everybody wants to feel appreciated at their job, and everybody likes to have tangible goals that they can work towards and achieve. This is the guiding principle behind having awards and incentive programs in the workplace.  

For new drivers, having a robust awards/incentive program can be a great way to make them feel like a welcomed and important player in your organization, and not just another number. 

There are a few different types of rewards and incentive programs that you can implement if you haven’t done so yet. Visit our blogs on the topic for more information.  

3 Truck Driver Incentive Program Ideas 

How to Have a Great Truck Driver Award Program

3. Improve Fleet Amenities

semi truck amenitiesUpgrading the amenities for your fleet of trucks can be a costly venture for organizations. However, carriers should consider that the increased truck driver retention that comes from offering amenities might be worth the initial investment, especially if you have a lot of OTR/Regional drivers.  

Fleet amenities are anything that makes your drivers’ lives easier and more comfortable on the road. This can include anything from better seating to premium radio subscriptions and appliances.  

If you already have amenities in your trucks, consider taking a poll of your current drivers to see what other amenities they’d most like to see next. In addition to giving them more comfort, you’ll be showing that your carrier is actively listening to their feedback.

4. Give Drivers the Whole Picture Before They Start

Turnover isn’t always a product of a driver simply getting a better pay package somewhere else. Sometimes, drivers leave because they feel they’ve been misled about what the position was before they came onboard.  

The vast majority of driver recruiters aren’t actively looking to mislead drivers. The problem comes when a driver recruiter is either misinformed themselves or doesn’t have the whole picture of the job they’re recruiting for.  

If you’re ever in doubt about a question a driver asks you, just tell them you can’t answer that right now and get back to them ASAP with the correct answer. That’s a much better alternative than having them come onboard and leave within the first three months because they feel they’ve been misled.  

5. Recruit the Right Drivers

Not every driver is a fit for every carrier, and that’s ok. Recruiting isn’t about finding any driver for the position. It’s about finding the right driver for the position.  

During the interview process, make sure you’re not just asking questions about qualifications and experience. Ask questions around what the driver is looking for in their next position and let them know what your carrier is looking for, so you can find out if the position is the right fit for both sides.  

If you’re interested in learning more about what kinds of questions you should be asking during interviews, you can view our blog on the topic.  

Also, consider partnering with a recruiting partner like Drive My Way. Instead of focusing on quantity and how many “leads” you’re getting, we put an emphasis on matching your carrier only with the drivers who have expressed interest in your position. This way, you’re not wasting your time sifting through hundreds of unqualified and disinterested driver candidates that will only add to your turnover numbers. 

Comprehensive CDL Recruitment Solutions

Ready to start recruiting the right drivers? Our solutions experts are happy to answer any questions and show you how Drive My Way uniquely approaches CDL driver recruitment.

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How to Calculate Cost Per Mile for Truck Drivers

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calculate cost per mile

Calculating cost per mile (CPM) is one of the most common ways that carriers evaluate the financial success of their fleets. Calculating and tracking CPM consistently can give a carrier better insight into their overall costs and how to run their fleet more efficiently. Here’s how to calculate CPM and use it to better your fleet.  

What is Cost Per Mile?

semi truck in the desert

CPM is a simple metric that’s used to show how much each mile on the road is costing your carrier. An optimized fleet will attempt to maximize their CPM and reevaluate this number regularly so that they can continuously find ways to lower it.  

Why Calculate Cost Per Mile?

Calculating and tracking CPM allows a carrier to see how efficiently its fleet is performing. CPM can also be used to inform the rate that you charge shippers. Profitable carriers have load rates that are (on average) higher than their CPM. Being confident in CPM allows carriers to better identify and reduce unnecessary costs while optimizing spending. 

How do you Calculate CPM?

truck lot

Fleets can calculate CPM by dividing their operating costs by the miles their trucks drive. To begin calculating this, you’ll need to first itemize your operating costs and evaluate your current truck mileage. 

Operating costs include any cost associated with running your company. The three main operating costs are fixed costs, variable costs, and salaries. Because some of these costs will change frequently, your CPM will fluctuate. This is why reassessing CPM regularly is key. Tracking it monthly or quarterly is a good place to start. 

Fixed Costs 

As the name suggests, fixed costs are the consistent expenses that more or less stay the same month after month. You will incur these costs regardless of whether your trucks are running miles or sitting on a lot. Permits, insurance, and property lease payments are a few examples of common fixed costs. 

Variable Costs 

Variable costs will fluctuate over time, sometimes minimally, sometimes dramatically. Unlike fixed costs, variable costs are closely tied to how much you run your trucks. Diesel fuel, maintenance, food, and lodging are all variable costs. The more you run your trucks, the higher these costs will be, but that’s not necessarily a bad thing. 

Driver Pay 

In many ways, driver pay is a variable cost, but it deserves its own separate category because it has such a large impact on CPM. Typically, driver pay is one of the biggest recurring costs. Like other variable costs, the more miles that trucks run, the more the variable cost increases. 

Becoming More Profitable

happy truck driver

Once you’ve calculated your fleet’s CPM, you’ll probably be looking for ways to lower it. You can do that by either reducing your operating costs or increasing your fleet’s profitability.  

Reduce Operating Costs 

Calculating your CPM may have highlighted areas where operational costs could be cut. While cutting costs is usually thought of as a positive, think carefully before you decide whether and where to cut your budget. 

Some decisions, such as decreasing driver salaries, may seem appealing because it can dramatically reduce your CPM. However, the long-term effects are likely to make things worse. A decision like this could lead to higher turnover, increased recruitment costs, and a poor company reputation. 

Increase Gross Income 

The other way to grow your company’s profitability is to increase income. Raising load rates is one way to do this. A higher load rate will mean better returns on your loads.  

Another option is to run more miles. In this case, fixed costs stay the same, and variable costs are proportionally reduced. As a result, the CPM rate drops. 

Understanding your carrier’s CPM will make financial decisions related to your fleet much easier to make. To be a top trucking company, analyze your CPM rate regularly to effectively respond to industry or fleet-based changes. 

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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5 Ways to Celebrate Truck Driver Work Anniversaries

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work anniversaryAs truck driver retention continues to be an issue across the industry, companies should take every opportunity to show their drivers that they’re appreciated for the work they do day in and day out. One of the best ways to show your carrier’s appreciation is to take time to celebrate a driver’s work anniversary.  

A lot of work anniversary ideas on the internet rely on things you can do in an office setting. Since this doesn’t apply to truck drivers, here are 5 things your team can do to celebrate truck driver work anniversaries. 

1. Cash Bonuses

There’s no substitute for cash. Rewarding drivers who’ve stayed on with your carrier with a monetary bonus is a tried-and-true way to show your carrier’s appreciation and increase the likelihood of them staying on to celebrate another work anniversary next year. 

2. Gift Card

Aside from cash, gift cards are another great option. You could go with something universal that would work for almost anyone, like an Amazon or Target gift card, or you could go for something a little more personalized.  

If you happen to know that a driver is a huge fan of the outdoors, get them a Cabella’s or REI gift card instead. This signals to the driver that your carrier knows who they are as a person, and not just a number. 

3. Gifts

Gift cards and cash are great, but to certain drivers, there’s a chance they’ll come across as a little impersonal. Instead, think about a gift that would make your driver’s life easier on the road. A nice pair of UV blocking sunglasses, a high-end insulated tumbler, or a subscription to a streaming service like Spotify or Audible are all great gifts.  

Another option for gift giving is to go with something personalized. A custom piece of company swag with the driver’s name on it can signal a sense of belonging as part of the team.  

4. Time off

It’s hard to overstate the value of an unexpected day off. Rewarding loyal drivers with a surprise extra day of vacation or PTO can be the best way to celebrate, especially if you know the driver has a family/children they can enjoy their time off with.

5. Award

When you’re celebrating a driver who’s been with your carrier for 5, 10, 15 or more years, consider getting them a trophy or plaque to commemorate the milestone. These types of gifts can be used for any driver, but to keep their status, it’s a good idea to only give them out to drivers who have been with your company for a long time.  

There’s no rule that says that you have to do a plaque or basic trophy either. As with other gifts, take the driver’s personality into the equation. For example, if you’re celebrating a driver who’s a big UFC or wrestling fan, consider getting them a custom championship belt instead.

If you plan on going this route, make sure to supplement it with another gift, like cash or a gift card. Awards are nice and all, but drivers will also want something they can get some use out of as well.  

The key to celebrating your drivers’ work anniversaries is to not go at it with a one size fit all approach. Just like you wouldn’t give the same gift to everyone on your Christmas shopping list, you shouldn’t do the same with the drivers in your fleet.

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Slip Seating in the Trucking Industry: Why It Matters

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slip seating

The philosophy in the trucking industry for regional and OTR was always “one driver, one truck.” As with many things in the industry, recent regulatory and economic changes have made that norm less practical for many companies.  

Equipment efficiencies and financial incentives are pushing some companies to implement slip seating. There is, understandably, some driver resistance to this new way of doing things. This is why it’s important to understand the pros and cons so you can evaluate whether it’s right for your company.  

What Is Slip Seating?

Slip seating is when multiple drivers share a truck. Drivers don’t have a single cab that they are solely responsible for or that is reserved for their use. 

In the trucking industry, slip seating has not historically been the norm, especially for regional and OTR drivers. While there are good financial reasons for employers to use it, slip seating often comes at the expense of employee satisfaction.  

Pros

Better Equipment Utilization 

As a recruiter or fleet manager, you have a responsibility for the overall financial health of your company. From that perspective, slip seating often makes good economic sense.  

First and foremost, it allows for greater equipment utilization because you can drastically reduce the amount of time that a truck will sit empty in the yard while its designated driver is not on shift. Slip seating allows a company to make more runs in the same amount of time without buying more equipment.  

Tax Incentives 

In addition to time efficiencies, there are tax incentives to using slip seating as well. You can take advantage of these incentives if you account for the depreciation of trucks as an asset. According to Duff Swain, president of the consulting firm Trincon Group LLC in a FleetOwner article, trucks can be depreciated over a 3 year period.

The best way to maximize profits while minimizing expenses and taxes is to drive at least 700,000 miles per truck in three years. Realistically, 700,000 miles over three years is not feasible for a single driver. So, to reach optimal mileage, slip seating is a must. 

Cons

Driver Dissatisfaction 

Perhaps the biggest downside is that many drivers don’t like it. It might be easy to dismiss driver concerns under the pretense that they will soon adapt to new policies. However, think twice before making your decision. 

Driver complaints are legitimate and could affect not only company morale and reputation, but also, the company’s bottom line. Driver happiness is a huge driver of retention. 

Why are drivers so against it? Drivers who are a part of a company that utilizes slip seating cite messy cabs, the inefficient use of time required to move belongings to and from different cabs, and less well-maintained equipment as their top concerns. In these cases, since no driver views the truck as their own, they may be less likely to treat it with the care and cleanliness they would if a truck was their own.

Maintenance & Health 

In addition to driver concerns, employers should consider that slip seating increases the number of miles driven on each truck. As a result, routine maintenance or repairs may come up more frequently.  

Health concerns should also be a top consideration, especially in light of Covid-19. Multiple drivers using the same enclosed space in rapid succession means that disinfecting and other health safety protocols should be a high priority before each driver change.  

The Bottom Line

There are clear benefits and drawbacks to implementing slip seating in your fleet. Ultimately, it’s a company decision. Also keep in mind that this decision doesn’t have to be all or nothing. Some companies may find it advantageous to use slip seating for some trucks, but not for their entire fleet.  

Just keep in mind that it’s very likely that if you implement slip seating, any increased financial gains will be offset by increased driver dissatisfaction. If you still find it viable to go with slip seating, the next question you should ask is “Where can I make that satisfaction up?” 

Providing monetary bonuses, implementing recognition/incentive programs, and providing career-building opportunities are just a few ways that companies who use slip seating are still able to have high driver satisfaction. Ultimately, most people are willing to put up with working arrangements that aren’t ideal if they like their job and the people they work for. 

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