Our Sponsors:
Would paying drivers an annual salary or by-the-hour instead of by-the-mile help reduce driver turnover?
Driver turnover is a serious problem and there's no way to sugarcoat it . . . or is there?
Quote of the Day
"The achievements of an organization are the results of the combined effort of each individual."
-- Vince Lombardi
Ten Helpful Tips to Increase Driver Retention
This list below provides 10 tips that could increase your driver retention:
1. Interview each new driver who is assigned to your fleet .
Learn about their lives, preferences, goals, personal needs and family situations. Remember to ask probing and clarifying questions. Then make sure to use the information you have gathered about the driver's perspective to help you establish a positive working relationship.
2. Establish and maintain up-to-date files on each driver.
Know and use each driver's preferred method of communication whenever possible. Use the files to track driver performance data.
3. Talk with each driver personally every day .
Many times in this high-tech world we get so focused on mobile-communication messages that we lose track of the person at the other end. Look for every opportunity to give credit and offer thanks. Make sure to accept responsibility for your own actions.
4. Require high standards of driver performance and behavior .
Make sure these are communicated clearly in your initial interview (tip 1). Make sure you know what the driver can expect from you. Recognize successful driver performance and behavior whenever it occurs. When behavior is recognized in a positive way, it tends to be repeated.
5. Correct and coach drivers in areas where they need assistance .
Stay focused on the performance expectations. Provide corrective feedback as soon as possible after a poor performance event occurs. Ask the driver for his or her plan to prevent the situation from occurring again. Provide input to the corrective action plan if necessary. Remind the driver of the agreed-on performance expectations.
6. Assess the information you obtain from drivers.
Ask questions, clarify information and read nonverbal clues to ensure that you understand the information you are given.
7. Respond to driver needs in scheduling and load assignments .
Do so as often as possible within the constraints of the business and the company dispatch policies. It is important to review these needs with the driver and make sure they fit the productivity requirements for both the company and the driver. Remember that newer drivers don't know the system and senior drivers can get the advantage.
8. Respond to driver requests quickly, honestly and fairly.
Follow through on requests in a timely fashion. Attempt to resolve the issue or get the information needed while the driver is still on the phone. Maintain honesty in dealing with drivers even when you're delivering bad news. Avoiding an issue or delaying a response only tends to escalate the driver's reaction from disappointment to anger.
9. Explain company policy and expectations to drivers.
This should be done as part of the initial interview and orientation process. Be sure that the driver understands the expectations.
10. Respond to both the content and emotional meaning (feeling) of what is being said to you .
This skill will establish that you are paying attention to the driver as a person because you are acknowledging how the person is feeling. It creates a more personal connection and helps to build positive rapport and respect. This is a significant way to acknowledge the individual differences among drivers in your fleet.
Sources: Daily Dispatch Challenge Training Guide and Truckload Carrier Report. For more information on the Daily Dispatch Challenge Training Guide, contact Eric Purdy (518-348-2581; Eric.Purdy@thomson.com).
Return to Archived Issue Homepage
