How to Improve New Driver Onboarding (to Reduce Turnover) in 5 Steps

How to Improve New Driver Onboarding (to Reduce Turnover) in 5 Steps

If you’ve paid attention to any news about the trucking industry over the past couple years, chances are high you’ve seen one repeated once, twice, or a few hundred times:

Turnover.

Of all sectors of US business, the trucking industry suffers perhaps the worst rates of employee turnover. The number of drivers leaving their jobs year by year surpassed 100 percent in 2015, meaning that companies were replacing personnel as quickly as they were hiring them. And while recent headlines have expressed relief over the fact that the rate has dipped to a 5-year low of 81% (for large carriers), trucking turnover remains extraordinarily high by any measure.

The industry has dealt with this problem in several ways. Startups and research institutes alike have introduced efforts to help fleet owners retain drivers through advanced data analytics. Regarding rigorous compliance standards as obstacles, trucking associations and interest groups have lobbied for reductions in federal regulations, achieving mixed results.

While these endeavors serve their functions, we at Compli have witnessed our customers effectively handle turnover through arguably simpler and cheaper methods. Specifically, we’ve seen how new employee training, orientation, and support can overcome even the most challenging of regulatory hurdles. Turnover, meet onboarding.

1. Understand Why Drivers and Non-Driving Employees Are Leaving

Is it the job itself, or a toxic personality in the workplace—a manager, supervisor, or co-worker? According to executive consultant Debi Muchow, “one of the top reasons people leave a company is because they don’t like their manager.” Conduct exit interviews and solicit feedback from drivers on their way out, take care of consistent issues and patterns of behavior driving employees away, and the drivers on their way in will thank you.

2. Ask the Right Questions During the Recruitment Process

Is the candidate truly ready for a life on the road and the stress it will put on their mind and body? While the negative effects of the job may be unpleasant to bring up, a hiring manager who names them early will save everyone involved future exasperations and expenses. Make sure the person you’re bringing on has the wherewithal necessary to do their work in accordance with business needs and federal and state regulatory guidelines. Trucking is a demanding job. It’s not for everyone. In the rush to fill positions, it’s important not to lose sight of that fact.

3. Train Drivers on Schedule and in Accordance with their Roles

As Debi recently told us, employers need to determine what people at each level of their organization need in order to be successful: “Too many times—and there’s good reasons based on budget, time and resources—an employer will establish a very broad-stroke, one-size-fits-all kind of training program.” To the extent that you can, give each driver the personalized regimen they need, and do so at regular intervals during the first 3–6 months on the job—rather than front-loading it all in the first couple weeks.

4. Prioritize Regular Check-ins

If qualified, motivated drivers keep quitting early on, and seemingly out of the blue, it might be time to redefine how you think of orientation. Employees—particularly younger employees—need continual support and encouragement during their first year on the job. Nowhere is this more true than in the trucking industry. Regular, recurring check-ins with upper management or an HR staff member can help new recruits feel less isolated in their roles.

5. Reduce Frustrations Through Automation

Remember—your company and any new driver want the same thing: to get that vehicle on the road as quickly and as smoothly as possible. Why let paperwork get in the way? I’m not recommending you ignore regulations and training—quite the opposite. Rather than treating safety, driver qualification, and processes as an afterthought, consider adopting a faster, more engaging compliance management system. Learn more about Compligo for trucking.

Just a Reminder: We’re not your lawyer (of course, right?) Since we’re not, remember that this article’s for informational purposes and not intended to provide legal advice.

John Piper

John is Compli's former Director of Transportation Sales. He has been helping transportation organizations for over 20 years improve their businesses. If you're looking for fun facts about the Kentucky Derby John is your guy.

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