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stop sexual harassment in trucking

Sexual harassment in the trucking industry is a documented problem. The good news is, many people want to promote safer work environments and stop harassment. Frequently, conversations center on women who experience sexual harassment. This is not a problem exclusively experienced by women, but in a heavily male-dominated field, it is often women who report incidents. As a result of the trucking shortage, more and more female drivers are entering the workforce, and safety on the job needs to be a priority.

Regardless of your personal feelings on the subject, it makes good business sense to take clear steps to stop sexual harassment in trucking. Small companies and large fleets alike can rely on a combination of policy and company culture. What’s a good way to check if you’re doing well? Look around you. Are women drivers and employees who you recruit staying with your company? If there is a disproportionately high level of churn among female employees, uncover the reasons for that turnover.

What is Considered Sexual Harassment?

  • Quid Pro Quo: This is one of the easiest forms of harassment to identify, though it may not be easy to report or document. Quid Pro Quo is an explicit request or demand from someone in a position of direct or perceived power of “I do this for you, then you do this for me.”
  • Hostile Work Environment: This harassment is often much harder to spot. At its core, a hostile work environment is any unwanted speech or conduct that makes someone else uncomfortable and inhibits someone from doing their job. It could include anything from crude jokes or suggestive comments to inappropriate photos or shirts to nonconsensual touching or other forms of unwanted attention. Hostile work environment complaints are evaluated based on how the comment or action was perceived, not how it was intended. So, make sure employees are clear on your company policies and expectations.

How Can You Promote A Safe Workplace?

1. Policies

Many companies share sexual harassment policies during driver orientation. Unfortunately, while that may be sufficient if legal action is taken, it may not be very effective in preventing incidents. During onboarding, drivers receive a lot of new information, and the complexity of legal policies makes them difficult to understand at the best of times. 

Policies should be clear to everyone on your staff. Provide a straight forward reporting structure for documenting an incident before a situation arises.

Instead, remind employees frequently of your policies by incorporating it into your company culture. At their core, policies should be comprehensive but clear to your staff. Communicate a zero-tolerance policy of sexual harassment in your workplace. In addition, provide an uncomplicated, consistent reporting structure for documentation of incidents before there is an incident to report. Encourage employees to use this structure if they do need to report a situation.

2. Training

In addition to training all drivers, recruiters, and other employees on your policies, consider offering safety training. Offer this training to women or anyone else who wants to join the conversation about safety on the road and in the workplace. The underlying question is, “What can you do to set drivers up for safety?” 

As an employer, help prepare female and other drivers for these situations. Communicate that it is not their fault. It’s important not to place blame or hold the injured person responsible for the situation. Then, share best practices for preventing and confronting uncomfortable situations. Encourage drivers to be aware of their surroundings. Share resources such as the National Sexual Assault Hotline (1-800-656-4673) if drivers want to reach out for confidential help.

3. Reporting

female truck driversUnfortunately, many drivers will experience sexual harassment on the job. Decide how you will handle sexual harassment situations before they arise. Have an open-door reporting policy on reporting. Make it as easy as possible for drivers to bring an incident to your attention. Prior to an incident, clearly share how drivers can expect reports to be handled. If there are specific forms of documentation you require, make sure your employees know what that is. Take care not to set barriers that unintentionally repress reporting. 

Having a designated check-in person is another great way to encourage a culture of safety. Employees should know that they can approach that person with sexual harassment reports. If drivers aren’t coming to you, it may mean that they are too nervous or uncomfortable to broach the subject. Designate someone on staff to periodically reach out to drivers proactively about their experience on the job. 

4. Accountability

Accountability includes two sides when it comes to stopping sexual harassment in the trucking industry. The first is accountability within your company. When someone makes a sexual harassment report, it’s important that staff are trained to take the complaint seriously. In addition to prioritizing strong company values, there could be legal consequences for ignoring or glossing over a sexual harassment report. 

Hold your company and your employees responsible for their actions. A safe workplace benefits all employees.

The second aspect of accountability is to hold any employees involved responsible for their actions. Clarify how your company will follow up on the report and what the consequences will be. Clearly state (in writing when possible) what will happen if there is a repeat incident. Ultimately, a safer workplace is a positive asset for all employees.

driver happiness and retention survey

FREE SURVEY REPORT

Driver Lifestyle & Job Happiness Survey

We surveyed over 400 CDL truck drivers nationwide to discover what makes them happy in their career and life. Access the survey report to see the results.

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4 Reasons Verifiable Fleet Safety Needs to be a Top Priority

Fleet safety is one of the most important things for a trucking company to prioritize. One bad safety incident can cost thousands, if not hundreds of thousands of dollars. It can cause a ripple of damaging effects for years: in bad publicity, drivers turning down jobs, and overall a long recovery from the incident. Though not every accident is avoidable, most have causes that prove to be preventable. So here are 4 reasons verifiable fleet safety needs to be a top priority.

1. Mitigate Your Risk: Drivers

Your drivers are your most valuable assets. You put a lot of time and effort into hiring them, so be sure to put that same effort and time into keeping them. Driver health is one of the best ways to mitigate risk over the road. Healthy minds and bodies make for safer drivers. If you have drivers that are overly tired or stressed, they’re more likely to make mental errors that can cause safety issues. And drivers who are not trained well certainly won’t be set up to be safe and successful drivers. Think about what you can do to help support your drivers’ health and well-being. Put plans in place to start making driver health a priority. And share those plans to everyone in the company.

2. Mitigate Your Risk: Equipment

Put risk mitigation steps in place with your equipment as well to help with your overall fleet safety. Staying current with all the required service and safety checks required for your company’s equipment is especially important.

Keeping your fleet in good repair can keep your employees more engaged. The state of your equipment can have a big impact on your drivers and how attractive your company might be to new employees. Have a clear fleet maintenance policy in place.

3. Create a Culture of Fleet Safety

Who is responsible for fleet safety? Is it left up to the drivers behind the wheel? Does concern for safety come from the top of the organization down? Is everyone aware of your safety policies? If you’re not sure of these answers, one of the best things you can do at this time is get your safety policies written down. And then share them with everyone. This is the best way to get a culture of safety started. Bake safety into the foundation of the company and communicate it both internally and externally. If not, it will always fall to someone else to be responsible for fleet safety.

4. Document Emergency Procedures

As mentioned, not every incident is 100% avoidable, and it’s true that accidents will happen. Even when you take precautions, you and your drivers need to be ready to react in case of an emergency. Having solid, documented processes in place is very important when talking about overall fleet safety. Ensuring your drivers know what do to and who to contact when a problem arises can help lessen the impact of the damage and the time getting the situation resolved.

Document your processes and procedures for any type of emergency that might arise. Ensure that your drivers have quick access to clear emergency contact information and steps to take in case of an emergency.

Taking these steps to ensure you’ve got a good start to verifiable fleet safety is an important way to create a culture of safety in your company. Working to always communicate and share updates to any of these policies is something that should be built-in to decision making and change management throughout the organization. Making that everyone in the organization is responsible for safety can make your company an attractive option when hiring new drivers.

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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How to Use Behavioral Interviewing to Hire Better Drivers

It takes more than a valid commercial driver’s license and a good safety record to be a top-performing professional truck driver. A driver may meet all the minimum technical requirements for the job. They may have previous tractor-trailer experience, a valid license type, and the required endorsements. Even so, that driver still may not fit your job or company well.

To reduce driver turnover and improve your company culture, prioritize the quality and fit of your drivers. Building a high performing team requires evaluating and rewarding drivers. That’s true for not only the work a driver does but also how they do their work. No one can predict how successful someone will be in their job. That said, behavioral interviewing will help you hire better drivers by evaluating their previous performance as a signal of their future performance.

What is Behavioral Interviewing and How is it Different?

Behavioral interviewing is based on the belief that past behavior is the best predictor of future behavior.

Behavioral interviewing states that how a candidate has handled a situation in the past is the best way to understand and predict how they will behave in the future.

This style of interviewing uses historic evidence from a candidate to predict future behavior using behavioral competencies, not traits or skills.

Competencies as a benchmark for hiring were introduced by psychologists in the early 1970s. Studies were conducted that demonstrated that knowledge-based and intelligence tests did not accurately predict candidate success in a new role. In time, psychologists developed competencies based on empirical data gathered by job incumbents with exceptional performance in specific functional roles. Competency models have become the core of modern behavioral interviewing. One set that is widely used is the detailed list of 67 competencies known as the Lominger competencies.

Vocabulary to Know

As you prepare to use behavioral interviewing with your staff, there are a few phrases to clarify. Get to know the differences so you can differentiate between them during an interview.

 Traits 

Traits are characteristics that are deeply ingrained and typically don’t change a lot over time. Gregariousness is a good example of a trait.

Attributes/Skills

Attributes are skills in the context of a behavior. They typically develop because of experiences, and people often learn attributes over time. A few examples are motivation and loyalty. Look for evidence of these attributes such as a job promotion.

 Competencies

Competencies are a combination of skills and behaviors. An interviewer can easily identify and measure competencies. They are the way we practice certain behaviors. Problem-solving, priority setting, and conflict management are examples of competencies.

How It Works

behavioral interviewingTo successfully use behavioral interviewing, there are a few steps. First, review a competency chart. Then, identify the competencies that are most important to successfully doing the jobs you have open.  For all truck drivers, planning, problem-solving, and time management are likely to be high on your list.

For drivers who regularly work with customers, you may prioritize customer focus. On the other hand, it may be a secondary priority for OTR drivers who spend long hours solo on the road with less customer interaction. For an OTR position, problem-solving and technical skills may be key.

Once you know the required competencies, develop a list of behavioral-based interview questions. You will need one question for each competency to assess whether candidates have what you need. All behavioral interviewers should train in the STAR model before evaluating candidates. This teaches interviewers to ask questions that allow the candidate to describe his or her past experiences. Interviewers will listen closely for the Situation or Task the candidate encountered, the Actions they took, and the Result of their actions. Interviewers should assess each answer while citing behavioral indicators that verify how the candidate previously showed behaviors that led to success.

Benefits of Behavioral Interviewing

Everyone wants to sound their best during an interview, and it’s natural for humans to be selective in their storytelling. It’s all too easy for a candidate to embellish or stretch the truth when talking about themselves. Unfortunately, as an interviewer, this makes your job very difficult. Even a well-meaning enhancement of what a driver would do in a situation can create a biased interview. It’s much harder to completely make up a situation that has already happened. When in doubt, there are often other sources who can confirm what a driver has said.

Behavioral interviewing was developed to more accurately assess candidates based on behavior-based proof and to reduce unconscious bias in the hiring process. This type of hiring helps interviewers to look for competencies rather than traits. Then, you are more likely to hire based on the ability to successfully perform a job. It will also reduce hiring bias toward candidates who seem like a good fit primarily because they look, sound, or behave like you.

Quick Guide to Behavioral Interviewing

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Behavioral Interviewing

How a candidate handled a past situation is the best way to understand and predict future behavior. Use this free guide to hire high-quality drivers and reduce your turnover rate.

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How to Boost Driver Retention with What You Already Have

Trucking companies are in competition every day for the best drivers. Recruiters work hard to find the best fit drivers for their current and long-term needs. Once these drivers are onboard and driving, you still need to work to keep your driver retention rates high. Otherwise, you will be constantly cycling through the hiring process. You want your drivers to stay with you, and need to work to keep them. So when it comes to keeping good drivers, let’s explore how to boost driver retention with what you already have as assets to your driver strategy.

Company Culture

Every company has a culture, and it could be either your best asset or your worst enemy. One thing any recruiter needs to be aware of is the general perception of what it’s like to work for your company. If you’ve got satisfied and productive drivers, your company culture is an attractive value proposition when recruiting new drivers. And a strength that you should leverage when recruiting and onboarding your drivers.

Drivers will look for jobs where they find personal fulfillment and a sense of belonging, not just simple job satisfaction. Soliciting and acting on driver feedback signals to drivers that they can call your company home.

However, if you’ve got disgruntled employees and corresponding high turnover rates, it’s time for change. You need to do some hard work to fix the internal issues causing the problems. Take the steps needed to build a driver-centric culture. Your current employees and new hires will stay longer, improving your driver retention over the long run.

Driver Testimonials

Current driver testimonials are a powerful tool in recruiting for retention. Who better to tell a prospect about why a driver would want to work for your company, than a current driver? Sometimes the most sophisticated marketing tools for recruitment can’t compete with a simple, honest and authentic testimonial from a driver who loves their job. So use these to your best advantage!

Drivers looking for work, often ask around their peers for leads and opportunities to apply for driving jobs. Having a few good testimonials to leverage in your marketing channels is a fantastic way to recruit for drivers that will best fit your company culture for the long-term.

And when hiring for a best fit from the beginning, it also helps with driver retention once hired. Having your current drivers be a marketing asset for your company is a great way to make current employees feel even more valued. It shows that you’re proud of the work that they’re doing, and gives them even bigger feeling of belonging vs. just punching a timecard.

Flexibility

Flexibility is a major strength in any good recruitment and retention strategy. Keeping things personal in this process, means being flexible. Listening to what your candidates need in order to join your team vs. another, is extremely important. Candidates have a lot of questions for any recruiter. Are you ready to answer them for each candidate?

The more you can tailor the experience to each individual, gives you the best advantage for signing the best drivers. And signing them quickly.

Once new drivers are hired in, staying flexible to meet their needs help keep these drivers as happy and engaged employees.

If you’re looking for ways to improve your hiring process and start hiring for retention, Drive My Way can help!

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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3 Truck Driver Awards to Give Out This Year

People generally like to be recognized for their achievements. Professional truck drivers are no exception to that rule. Truckers can be rewarded in several different ways. Some drivers respond strongly to financial rewards. For other drivers, recognition as a standout among their peers is the best incentive. Here are 3 different types of truck driver awards to give out this year.

1. Driver of the Year

Many companies take great lengths to find out who their super star employees are and hope to retain them. But do you have someone who’s awarded as the best? Give out a coveted “Truck Driver of the Year” award each year. Select one driver to single out as exceptional among your whole team. He or she should be a driver who is the best example of your company culture, always displays professionalism, excels at customer satisfaction, and puts safety first. And make a big deal about it. Give them a prestigious award in front of the whole company! Be sure to put these in a prominent place so that others can aspire to this someday.

To make this more inclusive, you can create campaigns to nominate drivers for consideration. Have a team to vet your finalists and be sure to have the rules fair across your whole pool of drivers. Truck driver awards like these can be wonderful tools to help drivers strive to be the best, and ultimately want to stay with your company for a long time.

2. Million Mile Safety Clubs

Many carriers choose to recognize dedication and permanence in their drivers. Million Mile Clubs are a fantastic way to show your appreciation to those drivers. The drivers who put in the time, mile by mile, year after year, should be rewarded for their loyalty and commitment to their careers. The drivers that covered that many miles safely deserve the recognition for their respect for themselves, their cargo, and also for the other drivers on the road. A special trophy engraved with their name and the date, and the number of miles makes for a great keepsake for any long-time driver. Have something even more special for those drivers who achieve this milestone more than once.

3. Recognition Boards

The little things matter too. Catch someone doing an excellent job on any given day. Then recognize them right away by putting a small certificate on their locker or on a bulletin board in a public area. Or post a quick note of recognition for everyone to see on your employee intranet. These types of truck driver awards and recognition can make your drivers feel special on any given day for any reason. And they’ll feel proud to be a part of your organization.

Driver appreciation can and should be a year-round activity. After all, appreciation is a key component of driver retention. So no matter if your a recruiter, dispatcher, fleet manager, or executive, take some time to show your drivers how much you and your company value them.

Sometimes small gestures of appreciation can go a long way to let your truckers know that you’re thankful for them. Provide some company branded gear to wear on the job. Or give out other small tokens that show driver appreciation. These small things can be a boost to someone’s dedication to your company.

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

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What do truck drivers look for in jobs? What are the most important traits to them? These are the questions that pester recruiters in the back of their minds. Recruiters know that there is a driver shortage, and that truck drivers are looking for the best jobs they can find. If drivers aren’t happy then, they will quickly move on to finding another job with another fleet. We’ve written previously about the top factors truck drivers want. Here are some of the top traits of the best trucking jobs as drivers see them.

1. Salary and Compensation

Have no doubt about it—drivers are looking to be compensated well. Truck drivers are in high demand, and they know it. The salary and benefits of different jobs depend on a number of factors which may sometimes be out of your control. That being said, make sure you do everything you can to ensure that drivers are being paid well for the type of job they are taking on.

Compensating drivers below the industry average will raise red flags and impact your company’s reputation.

In addition to salary, there are many financial incentives you can consider, such as sign-on bonuses and paid time off. Some companies give their drivers a bonus for every year that they stay with the fleet. Make sure that drivers are receiving a simple pay statement that is easy to understand and has the accurate amount. Drivers don’t want to waste time following up with the payroll department for company errors.

2. Home Time

This is one of the most important traits of the best trucking jobs. The ideal trucking job doesn’t take OTR drivers out on the road for more than a week. If the run is local or regional, even better. While drivers realize that OTR jobs are necessary, they will expect their work schedules to reflect the sacrifice in home time. Ideally, there is a considerable amount of home time of several days between jobs.

Don’t forget, the average driver works 8 days straight before taking a break. Anything the company can do to shorten that schedule, or to add more home time after that schedule, will be something drivers will appreciate.

Most drivers will have families hoping to see them every week. Even truck drivers currently without families will crave downtime after being on the road for that long.

3. Mileage

The number of miles offered on a given job is one of the traits of the best trucking jobs. Some drivers may feel that the shorter the run, the more desirable the job. But, that isn’t always the case. Other drivers enjoy OTR jobs, and would rather have a longer job which pays more. It is completely up to driver preferences.

Most importantly, drivers will be upset if the advertised mileage doesn’t match the real mileage.

Similarly, if the other traits of the job are not what they were advertised to be, drivers will not trust your company. Word about company reputation can spread like wildfire.

4. Equipment

Truck drivers are often frustrated when dealing with shoddy equipment. Drivers routinely warn other drivers to stay away from companies just because of the reputation they have over equipment. A big factor in determining what’s a good truck driving job is the state of their trucks and equipment. Are the truck models recent and well maintained? Or are they falling apart?

Truck drivers don’t want to be held liable for maintenance failures on the company’s end. Nor do they want to have to spend time repairing the truck while they should be on the road getting to the next destination.

While your fleet doesn’t need to have the latest and greatest truck models, you should make sure they are well-maintained. Invest in quality equipment and truck drivers will consider jobs from your company to be some of the best.

5. Respect and Communication

Perhaps the biggest sign of a good job for truck drivers is how well they are treated by the company. Drivers view themselves as working professionals just like in any other industry. They are looking to be treated with respect by the company and by their peers and supervisors. Having respect for drivers means valuing their time and effort they put into the work.

Put most simply, drivers just want the company’s representatives to treat them they way they would like to be treated.

A big component of respect is how well the company communicates with drivers. Having an open line of communication where both parties feel their concerns are heard and understood will go a long way toward earning drivers’ trust. Make sure dispatchers and others are not speaking to drivers rudely or taking them for granted.

In addition to some of the monetary factors, things like respect and strong communication from the company are what make for a good truck driving job. Keep these traits in mind that drivers look for, and soon your company will be known for offering some of the best trucking jobs.

driver happiness and retention survey

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Driver Happiness & Retention Survey

Are drivers happy at work? What makes them happy? Drive My Way surveyed over 400 CDL truck drivers nationwide to discover what makes them happy in their careers and life.

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cdl truck drivers

Given the continual driver shortage, truck drivers have many options in deciding which companies and fleets to work for. Recruiters need to constantly differentiate themselves from other firms when interacting with job prospects. Recruiters are constantly guessing about how much drivers will care about different factors when weighing job options. Data from Drive My Way’s database revealed some interesting factors which CDL truck drivers care about when looking for a CDL trucking job.

Drive My Way’s unique service matches drivers with companies based on professional qualifications and lifestyle choices. We asked our drivers which factors are most important to them when they are deciding where to work. We were overwhelmed by the sheer number of responses and slightly surprised by the results. According to our Drive My Way drivers, here are the top seven factors CDL truck drivers consider when deciding where to work.

1. Pay

Okay, this one is not a big surprise, but it’s good to have some hard data behind recruiters’ instincts. Type and amount of pay is the number one reason drivers said they consider when looking for jobs. In fact, over 15,000 Drive My Way drivers cited this as the top reason.

Truckers know a shoddy deal when they see one, so they’ll be skeptical if your company is offering them pay less than the industry average.

In addition to salary, drivers also look for opportunities for raises, bonuses, and overtime rates. If they are driving specialty or unusual hauls which are more dangerous, they will expect those to pay better. Bottom line, if drivers aren’t paid competitively at your company, they’ll shop around for a company where they are.

2. Health Insurance

Salary isn’t the only important factor when it comes to compensation. Drivers care about a full benefits package, including health insurance. Over 12,000 Drive My Way drivers cited this as a factor they consider when applying for a new CDL job.

The costs of health insurance have risen over the last 10 years, and drivers look for the best packages that covers their health needs. Drivers with families especially look to cover as many family members as possible. Many families will need special coverage for very particular health needs, and if their employers only offer very basic packages they will look elsewhere for a better deal. Try to balance out factors like the deductibles, co-pays, and co-insurance costs and have a portfolio of different insurance options for drivers to choose from.

3. Retirement Plans

When deciding where to work, CDL truck drivers consider retirement options. The average truck driver age is 49. Many drivers are only about two decades away from retirement, so if they haven’t started saving yet they will want to now. Even younger drivers are likely to be proactive and start thinking about retirement sooner rather than later. Overall, nearly 12,000 Drive My Way drivers cited retirement plans as a top factor they consider in a new CDL job.

Many employers offer retirement plans but don’t automatically enroll their staff into a default plan. The result is that drivers and other staff are overwhelmed with having to make those decisions and put it off indefinitely. Make the process easier for your drivers by having an automatic opt-in policy. Then, they have the choice to opt-out or choose a different plan. Saving for retirement is hard, but drivers know the importance. Let your job prospects know you can make the process easier for them, and they’ll remember your company as one that cares.

4. Type of Run/Range

Truck driving jobs have a great deal of variety. One of the most critical attributes that make them different is the type of run and range that exists. Not all drivers want jobs that take them coast-to-coast across the country. Over 11,000 drivers named the type of run as an essential factor when deciding where to work.

Some drivers will prefer over-the-road (OTR) work. However, since OTR drivers spend less time at home and live out of their truck, they expect to be compensated better. Other drivers prefer local runs or regional runs. Make sure you get to know your driver candidate’s preferences in what types of runs and range they’d like to cover.

5. Type of Schedule and Paid Time-Off

Home time is one of the most important factors drivers consider when looking for work. Over 11,000 Drive My Way drivers cited both of these—type of schedule and PTO —as top job factors they consider when applying to a new CDL trucking job.

The average driver works 70 hours a week and goes 8 days before taking a day off. That’s a rough schedule for anyone, but especially for drivers who may have families and children. Truck drivers know that the job entails sacrificing home time, but they hope the sacrifices aren’t unbearable. Drivers won’t hesitate to pursue another job if that schedule and PTO package suits their needs better.

6. Training and Development

Truck drivers may have some experience behind the wheel already, but it won’t compare to getting some actual training. Nearly 8,000 Drive My Way drivers cited training and development as a top factor they consider when looking for a new CDL job.

Any company training or orientation that your company provides will make them feel comfortable in the position and foster a sense of belonging with the company. Research shows that employees who feel they’ve been trained and groomed by the company will feel a greater sense of loyalty to that company. More and more drivers are now interested in professional development opportunities. Making training and development a core part of HR operations is something recruiters can do to make a strong case for drivers to work there and remain there for many years.

7. Type of Haul

Over 4,000 Drive My Way drivers expressed that the type of haul is an important factor for them in choosing a CDL jobs. If you aren’t taking into account driver preferences and specializations in hauls, you’re under-utilizing them! Some types of hauls will require special CDL endorsements or special permits, so make sure to equip your drivers with those. If they are already certified, it makes a placement choice all the more easier. Figuring out which hauls should be covered by which drivers can be a tricky business given other constraints, but make sure you ask your drivers about their skill and interest level in them.

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7 Reasons Drivers Decline Your Jobs

Unlock the top reasons why truck drivers decline your CDL jobs by downloading our free ebook. The book shares insight to what drivers really want.

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why truck drivers leave

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. When that driver leaves, the employer wonders if all of that effort was just a waste of time and money. Here’s 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. 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. 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 reap the benefits. They may see 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. This builds 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 representative for the company, and sometimes, a trucker’s only contact. Companies that spend time carefully matching dispatchers and drivers may see increased driver retention. Factor in personality types, leadership styles, etc., and you will oftentimes see better relationships form.

Companies who ask for dispatcher feedback from their drivers will be able to proactively correct or improve situations quickly.

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

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

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.

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