What makes a motor carrier desirable to a potential employee? Certainly, not all trucking companies are created equal. And many trucking companies stand out because they institute policies that focus on their people. Still, there are specific traits that top notch trucking companies use to find and retain their people. Let’s look at each factor individually.
Focus on Your Total Work Environment
Why do truck drivers stay at a company when there may be other options out there? We have news for you, it isn’t about money alone. Just as important as financial compensation is emotional compensation. But how do you measure emotional compensation? First, look at your total work environment. What are you doing to strengthen the bonds between driving and non-driving employees? Fleets that encourage uplifting communication and constructive advice between all employees succeed at providing adequate emotional compensation.
Trucking companies in 2021 are doing everything they can to adapt to a changing marketplace. One way they do that is by enhancing their internal communication strategies. Much like so many other things in life, the most important aspect of communication is not the quantity of communications, but rather their quality. Does your fleet provide comprehensive training strategies that focus on communication? Doing so not only increases overall fleet transparency but it fosters positive communication between groups.
Does your fleet listen to the input given by front-line employees, whether they are in the cab or the back office? Your people may not always agree. There will be areas of contention between management and staff. But it is how you handle these moments that will define the direction of your fleet. How you handle positive developments will also play a role. Does your operations department reach out to truck drivers for a job well done? If not, they should be. These are the factors that drive your fleet’s emotional compensation.
Focus on Consistency Above All Else
When it comes to how you treat – and pay – your people, consistency is key. If you are inconsistent in your approach depending on what individual or department you are dealing with in the moment, your employees will not trust you. This is especially true when it comes to truck driver pay.
Modern trucking companies rely on a wide array of compensation models. Truckers in firms both large and small could be paid on a per-mile basis or they could have full salaries. Truck drivers like the attraction of a time-based or salary-based model, but they want it to be less about a dollar figure and more about income consistency. Why? Because one of the biggest downsides of activity-based compensation to a truck driver is the potential for large variations in income.
As a result, there has been some effort to move to weekly and in some cases daily settlements instead of bi-weekly payments. This helps your truck drivers stabilize their income and generate trust. And consistency in pay is about more than just a paycheck. It prevents employees from having to turn to high-interest loans or other financial methods to hold up personal cash flow in between payment periods. Consistency of income allows truck drivers access to credit so they can be comfortable and stress-free.
Focus on Effective Maintenance and Scheduling
Still, the most prominent pay method used by fleets in the United States is the pay-per-mile method. As a result, pressure is put on the truck driver to keep the vehicle moving at all costs. This puts unwanted pressure on truck drivers and could force them to cut corners, especially where maintenance is concerned.
Whether your truck drivers are delayed because of maintenance issues, an accident, or detention time, truck drivers are getting paid little-to-nothing when their wheels are not turning. Without changing their entire payment regime, trucking companies can instead adopt a comprehensive safety and communication program. Proper scheduling when it comes to maintenance and downtime helps mitigate financial loss for truck drivers.
Technology has also re-shaped how truck maintenance is completed. And while fleets are often slow to adopt new technologies, there are signs that trucking companies are rapidly adding technological solutions to create a more effective maintenance environment.
Automated maintenance scheduling is a game changer for trucking companies. The problem is many don’t even know it yet. Automated scheduling provides increased visibility for other departments and the truck drivers themselves. Many trucking companies have established applications and routines to give a real-time breakdown and timeline of current work orders. Using KPIs and metrics, fleets give drivers and technicians alike transparency into the maintenance timeline for their vehicles.
Strengthen Your Shipper Relationships
Remember when large shippers began using scoring mechanisms for the fleets they partnered with? This was an incredibly controversial and – some would say – one-sided move. As a result, the trucking industry quickly came up with a response: The shipper’s scorecard.
Have you heard of online systems that allow you to rate a load? It used to be that the information required to decide on a shipper was disparate and in many places. Today, with comprehensive fleet management systems, fleet managers can take a module-based approach to score shipper loads in useful way. Complex systems can be paired with apps on truck drivers’ smartphones, allowing them to quickly know when a trailer has been unloaded. Then feedback can be given in real time.
The question is, how do your truck drivers feel about your shipping partners? In many cases, it may not be solely about time. Truck drivers want to be treated well, so it may very well be that the human factors drive decision-making. When truck drivers are not treated as valuable members of a trucking company’s internal supply chain, expect them to lose trust in the organization.
Don’t Do Too Much at Once
Successful trucking companies focus on one or two top insights and devote a lot of resources to that area. It is important not to be distracted by too many initiatives at once. New truckers especially can be overwhelmed if there are too many programs, and the message is convoluted. Consider becoming a master at one or two initiatives at a time, then move on to the next.
Fleet managers must have a comprehensive understanding of what satisfies their truck drivers. They must do more than simply address pain points; they need to understand what motivates their people. Knowing both pain points and satisfaction helps create a better recruiting and retention strategy.
Many studies have shown that high levels of truck driver dissatisfaction are more influential than pay when it comes to job loyalty. Paying attention to things like emotional compensation will have the biggest impact on truck driver retention. Beyond that, fleet managers need to pay close attention to what individual subgroups of employees look for.
What Do Men and Women Want in a Trucking Company?
It is no secret that the trucking industry is dominated by men. Still, trucking companies are making inroads with women truckers and other groups. That’s why it is important to understand what drives men and women truck drivers.
One thing that is pretty consistent, whether male or female, is truck driver pay. Regardless of gender, most truckers want to know that the company they work for provides fair and adequate compensation. Still, women are more likely than men to put an emphasis on “work/life balance” over just pay alone. But even though women are more likely to find work/life balance measures more important, men also appreciate them.
As a result, smart trucking companies will create policies that focus on a better work/life balance for their truckers. Consider the following methodologies when addressing work/life balance for your people:
- Home Time: Make sure you honor and track home time requests.
- Rewards Programs: Reward your people with more than just money. Include prizes and rewards families will enjoy.
- Recruiting Messages: Consider customizing your recruiting messages for specific audiences.
- Average Time: Don’t penalize women for less average time. On average, women have less experience in the trucking industry.
Implementing policies that benefit everyone in your organization, whether trucker or back-office; whether men or women will only make your company stronger. Focus on methods and tactics that put more of an emphasis on emotional compensation, work/life balance, fairness, and transparency. This way you’ll be sure to succeed in a marketplace primed for success.