In January, the Heavy-Duty Trucking Magazine released its 2021 Economic Outlook with four items that they see will have an impact in 2021 for the trucking industry.

The first one on their list is that in 2021 there will be fewer drivers available: Fewer drivers, more stimulus funding will continue to reduce truckload capacity.

Reduced commercial driver training and licensing due to the pandemic, plus the Drug & Alcohol Clearinghouse, have resulted in nearly 200,000 fewer drivers as we enter 2021. Additional government stimulus dollars could keep even more from starting a driving career or coming back to the trucking industry. This will likely result in decreased capacity and more driver pay increases.

The average age of a commercial truck driver today is 55. This expected reduction in drivers available in 2021 will not help the current driver shortage situation. It is estimated that around 89,000 new drivers will have to be hired each year for the next decade. A large percentage (45%) of these new drivers will be required merely to meet the shortfall created due to current drivers retiring; 33% will be required just to keep up with an increase in demand. With the supply of qualified drivers at this considerable low, driver salaries are expected to keep rising as an incentive to retain existing drivers, with many transport companies looking into innovative measures to entice old drivers to stay and new drivers to join the business. You cannot sit on the sideline and let other companies entice your drivers away from your company. A proactive driver retention program is vital in retaining the good drivers you have. Here are some tips for consideration to retain the good drivers you have:

1. Review for your company policies and procedures for honesty with your drivers. Make sure the policies are forthright and achievable by your drivers. The number one reason a driver leaves the employment of a motor carrier is that the driver feels that the company has been dishonest with them.
2. Drivers need to be recognized as an asset to the company and a valued part of the company in all aspects of their operations and performance. Look at your driver policy and procedures manual. I have seen manuals where in the first few pages it is already explaining to the new driver what will happen when the driver is terminated or quits.

Does your culture forecast to a new driver that they will not be with the company very long or is it a company culture where it is expected that all new employees will retire from your company?

1. Involve drivers in the operations of your company on a regular basis, i.e.: equipment selection, accident review committees, policy and procedure issues, customer service relationships etc. Develop a relationship with your drivers, know who they are, show a genuine concern for their welfare and longevity with the company. This relationship should be consistent from the top management and ownership down.
2. Review your pay and benefit programs to make sure they are competitive in the industry.
3. Keep your vehicle maintained with a systematic maintenance and inspection program that insures a safe operating unit for your driver.
4. Provide ongoing training. It has been proven that drivers that receive training and are elevated in position are less likely to leave your company.
5. Strictly adhere to your driver hiring and selection standards. Qualified, experienced drivers to not want to be associated with a company that hires substandard drivers.
6. Provide a structured and comprehensive new driver orientation-training program. Drivers need to know the policies and procedures of the company prior to being placed into service.
7. Recognize drivers for their achievements and performance. Safe driving awards, longevity awards, customer service, etc. Provide the drivers with recognition that they cannot get anywhere else. The recognition should be personalized to the driver. Coats with their name and achievement, decals for the side of their units with their first name and achievement, plaques, etc. All driver recognition should take place with other drivers as their peers in attendance.
8. When a driver terminates employment, conduct an exit interview. This can be done in person or send a self-addressed stamped envelope to the driver with a written evaluation to be completed. Try to determine what the actual reason for the driver leaving your employment.