It’s common knowledge that new driver turnover rates are high, which compounds the on-going driver shortage problem. A recent survey by Stay Metrics illuminates just how bad turnover rates have become. Stay Metrics surveyed more than 3,200 new drivers and unearthed several insights into driver turnover. In the first 90 days of employment, 35% of new drivers quit. The trend continues for the first year of employment as well as only 36.5% of new drivers stay with their carrier for a full year.
The survey asked drivers questions after their orientation and again several weeks later. Then they checked in to see if the drivers were still with the company at the 90-day mark to draw conclusions between their answers and subsequent turnover. When surveying new drivers, analysts determined the following questions provided the greatest insight into turnover rates. Here are a few examples:
- Did the recruiter accurately describe what it would be like to drive for the carrier?
- In orientation, did the driver learn how much settlement he or she would receive?
- Would the driver recommend this carrier to another driver?
If drivers answered these questions in the affirmative, they were more likely to stay. A strong, common theme is the need for transparency. To retain drivers, recruiters need to make sure they are providing clear and accurate descriptions of the work. Overpromising or hiding the truth of the job will yield unhappy drivers who aren’t likely to last long.
What Drivers Had to Say
The language drivers used during the survey also provided insight into whether they would stay or leave. When looking at the final question, which is a significant indicator of the driver’s loyalty to the company, drivers most often used words like Work” and “Pay”. These words both showed up with frequency regardless of whether the driver would or would not recommend the carrier. What this tells trucking companies is that the work, the pay, and the drivers themselves are of significant importance and influence retention as well as turnover.
This leads back to the first four questions and the common theme of transparency. If drivers are misled about the work or pay, they’re more likely to leave and not recommend the carrier. If recruiters are truthful in their descriptions of what to expect for trips as well as compensation, the driver is more likely to stay and recommend the carrier.
Recruiting and retaining drivers are some of fleets’ greatest challenges. While transparency is a must, there are other things fleets can do to make themselves more competitive and appealing to drivers. Contact the experts at Interstate Motor Carriers to learn more about keeping your trucking company and truck drivers safe.