Establish career paths to retain top trucking talent
Motor carriers must always keep an eye on the future. The trucking industry is constantly evolving; this evolution affects operations and requires new skills to adapt and stay competitive.
A good example of this is the introduction of new technologies, such as electronic logging devices (ELDs). This federally mandated change not only forced motor carriers to buy new technology for every truck, but also required employers to train their drivers, dispatchers, mechanics, and office staff on how to use and maintain these devices. The impact was significant both financially and operationally.
As recruiting has increased, employers have resorted to recruiting talent from outside the company who already possess the required knowledge, skills, and abilities; investing in upskilling or reskilling tenured employees to close those performance gaps, or both. However, this is only part of the staffing problem facing employers.
While weighing current and future needs, it is important for motor carriers to recognize that staff turnover may be less about earning potential and more about culture. One negative culture trait that can impact employee retention involves a lack of opportunities for employees to grow and advance within the organization.That's why employee career paths are important for motor carriers.
Grooming talent from within represents a significant financial investment that employers do not want to see walk out the door. Try these ‘Call to Action’ items to help improve employee retention.
CALL TO ACTION
- Provide employee development opportunities.
- Develop career paths for each key job classification.
- Create a leadership development program.
- Conduct an employee satisfaction survey to identify areas for improvement.
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