Second to drivers’ experiences at shipper and receiver facilities, auditing your drivers’ experience within your preferred truck stop networks should be a key pillar in promoting advocacy and appreciation for your professional drivers — and helping boost retention efforts industrywide.
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From dwell times and restroom access to clear instructions for entering and exiting, ease of backing to the docks, and the way staff treats your drivers — performing regular audits of drivers’ experience with your shipper customers and their consignees can help strengthen your relationship with your customers and your drivers.
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In the spirit of yearlong appreciation for drivers and their causes, here are 10 suggestions NTI is offering every fleet to consider and implement in their own way to express appreciation and celebration for professional drivers all 52 weeks of the year.
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One of the most critical and foundational ways that motor carriers can show appreciation for drivers’ lives and their livelihoods is to build effective health and wellness programs that educate drivers on personal health, support them in making better decisions, and treat driver health as a team effort.
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Do your recruiters know what sets you apart? Are they effectively selling your company’s message? Are they equipped to answer drivers’ questions accurately and clearly?
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Motor carrier leadership teams and the industry at large must continue the efforts we’ve all worked so hard to accomplish — that is, to attract folks into the industry by promising them a rewarding career opportunity and persistently following through to make it so.
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Survey data compiled by The National Transportation Institute on driver compensation and benefits programs for the most recent quarter shows that driver wages across segments, applications, trailer type, and fleet type continued their streak of quarter-to-quarter gains that started in the back half of 2020. Here are three highlights from this quarter’s wage data.
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Recruiting’s goal isn’t to meet hiring quotas or simply get drivers in the door for onboarding. Rather, it’s to be a matchmaker: Find candidates that fit the job or jobs your fleet has available and hire them with an appropriate compensation package.
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LeadHER Trucking, developed by the LeadHER Alliance and the Women in Trucking Association, gives new entrant drivers access to a dedicated mentor, monthly and quarterly enrichment and educational sessions, and support, guidance, and motivation for women in their first year behind the wheel.
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Just a year into its founding, the Next Generation in Trucking Association has already engaged with more than 60 high schools across the country and dozens of community colleges in states around the U.S. to begin the process of setting up programs to connect students and young adults with careers in trucking.
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