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5 Essential Questions to Include in Any Driver Engagement Survey

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How do you gauge your driver satisfaction levels? With one-on-one meetings? By analyzing retention rates?  

 

Both of these are important indicators of driver happiness and the success of company recruitment efforts, but in today’s highly competitive market, they won’t be enough to paint the whole picture or demonstrate to drivers your full commitment to their needs.  

 

By utilizing frequent driver engagement surveys, you will receive an unbiased, detailed report from employees about their views on important company policies and their overall satisfaction rate. However, like any good survey, the key is in asking the right questions. 

 

Keep reading to learn the 5 essential question topics you should include in every driver engagement survey, and how these surveys could help your retention rates.  

 

The Importance of Driver Engagement Surveys  

Driver engagement surveys are increasingly becoming a popular tool for carriers to learn what could be improved at a management level, while giving drivers a chance to speak freely and be listened to. Every employee should feel like their opinion matters, which is why it’s essential to include the right questions that address common driver needs.  

 

In Drive My Way’s recently released 2023 Driver Happiness Report, which collected the responses of over 500 drivers nationwide, nearly 10% of surveyed drivers responded that improved employer communication and listening would increase their workplace satisfaction. Implementing a regularly scheduled survey (and addressing the top concerns!) is a surefire way to see a rise in employee happiness and increase your retention of quality drivers.  

 

Pay & Benefits 

Unsurprisingly, compensation will always top the list of main driver concerns. In 2024, CDL drivers will be sure to continue to view competitive pay as a major differentiating factor when applying for jobs. In fact, in the 2023 Driver Happiness Report, over 20% of surveyed drivers answered that an increase in base compensation would improve their workplace satisfaction.  

 

Many factors affect each driver’s pay, such as years of experience, type of run, and type of freight, miles driver, etc. but it’s still important to understand how your drivers feel about the overall fairness of their pay.  

 

You’ll want to ask drivers if they are satisfied with their current level of pay, if they perceive it as fair, and if they feel they are progressing as expected. You should also ask drivers about their current benefit packages and how satisfied they are with them. This will help you find out what you could offer to differentiate yourself from your competitors.  

 

Scheduling  

The amount of time at home versus time on the road remains a major factor of consideration for every driver applying for a job or deciding to remain with a carrier. Each driver has a different opinion on scheduling, likely depending on their other commitments.  

 

Ask drivers how much time they currently spend at home, and how much time they would ideally spend at home.  

 

Remember that driver preferences can change over time as their home life changes. Younger drivers without families, or older drivers who have become empty-nesters, may prefer more time on the road. Drivers with families and kids at home may desire local jobs or runs with shorter time on the road.  

 

Dispatch 

As the main point of contact between driver and carrier, dispatch has an essential role in mitigating misunderstandings and unexpected scheduling delays. This is why the relationship between dispatcher and driver is one of the most important in the company. 

 

Be sure to include questions regarding each driver’s relationship with their dispatchers, and if there is anything management could do to improve communication. Drivers and dispatchers should feel like they can communicate regularly with ease and respect, which will help in the case of any unexpected road conditions, weather changes, or equipment issues.  

 

Equipment & Fleet Amenities 

Drivers spend an average of 70 hours a week on the road. This means that they know better than anyone the amenities they most use, and what equipment improvements would make their lives easier. They also can tell you the amenities they use the least, helping you determine where to invest your money.  

 

Ask drivers to rank their satisfaction with current amenities and to suggest what improvements could be made to existing equipment. This will help you prioritize what equipment should receive upgrades, potentially saving you thousands that you might have put into amenities which no driver is using.  

 

Company Culture 

This might not be the first question topic thought of when drafting a driver engagement survey, but it’s becoming an increasingly important differentiating factor in driver recruitment and retention. Drivers want to feel appreciated, supported, and valued in every interaction they have within a company.  

 

Ask your drivers if they feel appreciated, what else management could do to support them, and about the overall culture of the company.  

 

If your company is considering launching efforts to support drivers further, such as offering mental health services or a mentor or partner driving program, an engagement survey can be a great place to test run ideas and receive actual driver feedback. Keep in mind that if drivers don’t feel valued, they won’t recommend that company to others.  

 

 

Although there are countless questions you could ask in a driver engagement survey, including these five question topics will help you gauge overall driver satisfaction and monitor what your company should continue improving for the future.  

 

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

Is Pay the Most Important Factor in Truck Driver Recruitment?

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Now, more than ever, truck drivers have the ball in their court when it comes to selecting and applying for CDL job listings. Drivers are able to make their decisions based on many factors, including benefits, distance from home, freight type, and pay.  

 

Traditionally, many recruiters have focused on pay as the key differentiating factor that could set them apart from their competitors. However, today’s drivers are making it clear that higher pay is not always enough to increase driver satisfaction and retention rates.  

 

So then, what is the most important factor in truck driver recruitment? Keep reading to find out why pay isn’t always the number one answer, and how you can adjust your recruiting efforts to keep up with evolving industry trends.  

 

The Importance of Pay 

Driver compensation is still an essential part to recruiting and retaining quality drivers. In recent years, sign-on bonuses and benefit packages have continued to increase in value nationwide. In fact, in a speaker panel at the 2023 American Trucking Association Management Conference, CarriersEdge President Mark Murrell noted that some carriers are now paying between $200-$500 per day of driver orientation. This is a steep increase from the long standing industry standard of $100 per day.  

 

An increase in base compensation also still topped the list of driver concerns in Drive My Way’s recently released Driver Happiness Report, which collected the responses of over 500 drivers nationwide. However, nearly 10% of surveyed drivers also answered that an increase in employer communication and listening would improve their satisfaction and workplace happiness.  

 

In the same ATA Management Conference panel, American Central Transport President Phil Wilt noted the success of the company’s weekly driver surveys and the introduction of an employee life coach. Wilt believes that listening to driver concerns and providing extra support during the initial six months of employment has been critical to increasing driver satisfaction.  

 

“Every year, we’re figuring out what is the next thing that we can do that really positions us as a place where a driver says, ‘I wish I had come to you before,’” Wilt said. “And honestly, that’s probably what we hear a majority of the time from our drivers.” 

 

Listening to and Understanding the Drivers 

It’s important to keep in mind that different drivers prioritize different qualities in a position. Drivers just starting out might want to be on the road more than drivers who have a family. These drivers may only be looking for positions where they can be home each day.  

 

When launching your driver recruiting campaign, keep in mind the type of driver you are looking for. Researching and understanding this persona will help you reach your target audience, and will also enable you to provide what that driver is seeking. For example, if your carrier allows pets or partner driving, mention that in your recruiting efforts. Even if some candidates aren’t looking for this benefit, those who are will be more inclined to apply.  

 

There are also many ways you can demonstrate to your drivers that you listen to them and value their feedback. Providing surveys or frequent touch points is extremely beneficial, especially during the onboarding process and first months of employment.  

 

Carriers that create a positive work environment by prioritizing drivers’ physical and mental health are also more likely to have satisfied drivers with less turnover. Offering opportunities for professional development and support when drivers need it can increase your chance of word-of-mouth recommendation and internal promotion.   

 

 

 

Over the years, recruiting for CDL drivers has changed a lot. Pay is no longer the sole factor that can set your carrier apart from your competitors. By focusing on offering benefits, listening to your employees’ feedback, and fostering a positive work environment, you can decrease turnover and increase driver satisfaction.  

 

If you’re looking for more advice on bolstering your driver recruitment efforts, be sure to check out our Employer Blog, or follow us on social media!  

Drive My Way’s 2023 Driver Happiness Report Available Now

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How satisfied are the drivers at your company? What about truck drivers nationwide?  

 

The answer to that question, and many others, can be found in Drive My Way’s 2023 Driver Happiness Report. Using data from the responses of over 500 professional truck drivers across the nation, we have analyzed driver satisfaction rates and the factors that affect them and compiled it into a downloadable PDF— and the results might surprise you.  

 

When asked if they were happy at their job, only 51% of drivers said yes. This result comes as a 3% decrease from our 2019 Happiness Report, when 54% of driver’s answered positively.  

 

While happy drivers are more likely to stay at their carrier, and three times more likely to refer others to their employer, drivers overall are nearly twice as likely to look for a new job than they were in 2019.  

 

The report isn’t just numbers, however. Drivers also made clear what employers can improve on to decrease turnover and increase retention rates. Compensation and communication topped the list, but there were plenty of other areas where drivers feel employers could step up to increase satisfaction.  

 

Interested in learning more about what these drivers had to say? Wondering what changes could differentiate you from your competition as we enter into 2024?  

 

To download Drive My Way’s Driver Happiness Report on the state of satisfaction among professional truck drivers in 2023, just click to this link and enter your email and company information.  

 

Drive My Way is a truck driver recruiting platform completely focused on drivers and their needs. We match company drivers and owner operators with CDL jobs based on more than 20 personal lifestyle preferences. If you believe we could help you reach your recruiting and driver satisfaction goals, visit our employer platform here.