Rose recommended immediately assigning the newly-hired driver to one of your seasoned veteran drivers, who can serve as a mentor. This gives the new driver someone to relate to and learn from.
“It also gives the veteran driver a sense of worth to upper management and the company,” Rose said. “Having a mentoring environment in your company can pave the way for future job development and assignments that other drivers can work toward.”
Lewis said that engaging safety associates on the front end helps eliminate the negative connotation of the role. It is important to regularly assess and train to change unsafe practices, or part ways with non-performers.
“Rewarding safe behavior can also help motivate others,” Lewis said. “Display pictures of safety award winners, highlight exceptional Compliance, Safety, Accountability (CSA) scores and celebrate safety milestones.”
According to Jim Paterson, Director of Safety and Training at the Center for Transportation Safety (CTS), a part of Element Fleet Management, a leading provider of fleet risk management and driver training solutions, newly-licensed drivers and those between the ages of 21 – 25 are more likely to have accidents; these incidents are usually minor and involve backing and close-quarter maneuvering.
“The more critical accidents begin to occur once the driver becomes complacent, which can coincide with comfort and experience,” Paterson said. “At CTS, our hiring requirements reach out to these individuals.”
Furthermore, new employees are provided training that includes an extensive defensive driving course followed by a development drive and road certification.
“Refresher training will be provided if required,” Paterson said. “Corporate policies and training for fatigued driving, cell phone use or distracted driving, vehicle inspection and hours of service are also provided during this training.”
With the driver shortage expected to worsen in 2016, the transportation industry is going to new lengths to attract and retain drivers. Wellness programs and other methods of improving the quality of life for drivers, while relatively new to motor carriers, are also effective methods for driver retention. “From wellness programs such as smoking cessation and safety and accident prevention, to increased pay or recognition and rewards, to driver appreciation events and flexible work arrangements, new offerings are helping employers attract candidates and convince them to become employees,” Spencer said.
Training to company safety policies and protocols is important. Over one-third of HireRight’s survey respondents offer safety and accident prevention programs, and a similar number are reporting longer orientation and training programs. “32% of survey respondents also said they utilize a driver liaison or mentor as a retention tactic,” Spencer said. “Onboarding and training are important to ensuring safety and regulatory compliance in the transportation industry. Driver health and wellness programs can contribute to overall safety while also supporting driver retention. By making health a priority through relevant benefits and programs, companies can mitigate risk and demonstrate their commitment to their workforce.”
