Driver Retention Strategies€¦ · EFFECTIVE ON-BOARDING Develop orientation schedule ... HEALTH...

Presented By |

Driver Retention Strategies

Rich Moldstad, CDS

April 13, 2018

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PRESENTER

RICH MOLDSTADSAFETY CONSULTANT

RMOLDSTAD@SMSCSAFETY.COM

219.477.3682

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OBJECTIVE

• Who exactly “owns” driver retention

•Why would a driver want to work for your organization?

•How can your company stand out above your competition

•On-going driver training

•Driver health and wellness

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WHO “OWNS” DRIVER RETENTION?

• Recruiting?

• Operations?

• HR Department?

• Maintenance?

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STRATEGIES TO OVERCOME THE DRIVER SHORTAGE

• Solve your turnover problem first

• Have the right operations team

• Must have something to “sell”

• Communicate

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ATTRACTION MESSAGE

Why Would Someone Want To Work Here?

• Interview current employees

• Have a unique and authentic story

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WHY DO DRIVERS LEAVE?

• Bad hires

• Good ones leave:- poor communications- poorly trained driver managers- inadequate feedback regarding performance- lack of recognition- inconsistent home time

• Simply stated – drivers do not feel “connected”

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EFFECTIVE ON-BOARDING

Develop orientation schedule

• Safety

• Operations

• Payroll

• Maintenance

• Upper management

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EFFECTIVE ON-BOARDING

Orientation:

• Be organized – Don’t leave drivers sitting around

• Give tour first day

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EFFECTIVE ON-BOARDING

Fleet Managers/Dispatchers:

• Meet drivers in orientation- Obtain “Driver Personal Information”- Go over “Mutual Expectations”

• Contact new drivers – 1 week, 30, 60, and 90 days

• Take ownership, responsibility, and accountability for turnover and other work product areas of their fleet

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RETENTION GOAL

I. MANAGEMENT RESPONSIBILITY/LEADERSHIPPOINTS

Possible Actual

2. Has the fleet achieved set safety goals and objectives annually? 2. 50 0

R2.

3. Is personal performance in attaining safety goals and objectives a

key consideration in the performance evaluation of managers?

3. 50 0

R3.

4. Does senior management review safety performance metrics on a

monthly basis?

4. 50 0

R4.

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RETAINING GOOD TALENT

Value vs. Appreciation – What’s the Difference?

• Value = Deep abiding sense of worth

• Appreciation = How we recognize drivers for the work they do

Driver Retention

•If no mistake you have made, yet losing you are . . . A different game you should play.

•Yoda

Driver Retention

•Respect

•E

•T

•A

•I

•N

Driver Retention

•Respect

•Express appreciation

•T

•A

•I

•N

Driver Retention

•Respect

•Express appreciation

•Train

•A

•I

•N

Driver Retention

•Respect

•Express appreciation

•Train

•Accountability

•I

•N

Driver Retention

•Respect

•Express appreciation

•Train

•Accountability

•Individuality

•N

Driver Retention

•Respect

•Express appreciation

•Train

•Accountability

•Individuality

•Never give up

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HEALTH & WELLNESS – ONE BUILDING BLOCK OF DRIVER RETENTION

Do We Really Have A Driver Shortage

Or

A Shortage of Vision?

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HEALTH & WELLNESS – ONE BUILDING BLOCK OF DRIVER RETENTION

Why driver health is Essential in Trucking

• CDL Health Requirements

• So why don’t we care embrace driver health?

- Drivers don’t care

- High turnover

- Population is too mobile

- Drivers are scared to share health information

• Could your HEALTH BRAND set your company apart?

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ELEMENTS OF A DRIVER WELLNESS PROGRAM

Supportive work/cultural environment

• Company policies

• Company attitude toward employee

Supportive physical environment

• Orientation

• Vending provide healthy food choice options

• Available fitness facilities

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INNOVATIVE DRIVER RETENTION

60

Fleet-wide Driver Health Audit

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DRIVER RETENTION

Training Is No Longer An Option

• All employees who interact with your drivers

• Communication skill training

• “Outside the box” driver education offered

Questions