The successful driver workforce management program works like a funnel. The large end is for the flow of applicants; the small end restricts the flow of drivers leaving your company restricting driver departures requires a solid retention program.
A May 2005 trucking industry study identified the top 10 reasons drivers leave a company. Called "influences" the 10 reasons are: compensation, communication, problem resolution, respect, actual job duties different than recruited for, equipment, home time, lack of training, fair work rules and lack of advancement.
Understanding which influences cause your drivers to leave is critical to your retention efforts, and the best way to gain that understanding is by asking. A questionnaire soliciting driver feedback gathers a lot of data quickly while indirectly informing your employees that you are looking to improve at least some aspects of their working environment.
If compensation is your worst influence, you most likely won't be able to fund higher wages, so you need other options. Your first approach should be to dissect your total compensation plan and communicate the positive aspects or offer cost neutral alternatives.
The wages you pay may be low for the area, but perhaps your company provides a relatively high company match on a 401K or low monthly medical premiums. Communicating the strengths of your total compensation package could improve your compensation rating.
Cost-neutral alternatives could include a cash bonus to drivers opting out of your medical plan due to having spousal coverage. You might be able to shift funding between compensation components, contributing more to wages and less to a 401K, for example. New hire, tenure and safety bonuses could be eliminated and transferred into the wages category to increase mileage or hourly pay without impacting your total costs.
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