New Driver Retention

I read this article in Fleet Owner Magazine. Interesting. I encourage everyone to read it...comment if you feel so inclined.

Engagement Key To Lowering Early Driver Turnover Rates

Seemed like they could have just said company retention rates would be higher if they:

Told their recruiters to stop lying, so new drivers would arrive with realistic expectations. Made sure that they followed through on promises, especially for home time. Fired dispatchers with severe pottymouth or bad attitudes.

Isn't this all common sense?

FarmerBob wrote:

Seemed like they could have just said company retention rates would be higher if they:

Told their recruiters to stop lying, so new drivers would arrive with realistic expectations. Made sure that they followed through on promises, especially for home time. Fired dispatchers with severe pottymouth or bad attitudes.

Wouldn't have been an article then... and we wouldn't have been bestowed with your insightful and thought provoking reply.

Say what you will, cynical or otherwise, any effort to align and improve the three aspects a new driver interacts with; recruiting, orientation, and driver operations (dispatch), is a step in the right direction.

Minimum weekly pay. $700.00-800.00 would be tolerable. (That would be about 2000-2200 miles)It would hold Driver Managers/ Dispatchers/ Load Planners/ CSR's accountable for leaving drivers sitting for days. I have experienced this with a 100% on time record and plenty of HOS available. If the Company was cutting $800.00checks to Drivers who only logged 1300 miles in a week( I've had a few of those). They would probably find out who is dropping the ball and leaving it in the Drivers Lap. Just my $.02! We all have bills to pay, after deductions, insurance, tuition reimbursement, etc., $150.00 take home for a week is intolerable in my book.

I've been at this a little over a year so I don't think I fall into the new driver category any more. When I was new, it was all about the support I received from the office and terminal staff. When I needed rookie help it was important to have a quick, courteous answer. The closest I ever get to quitting is when I interact with support staff that aren't supportive. I don't want to sound like a prima Donna though. I really do my best to answer my own questions. I think am pretty high on the respectful and responsible scales. I just want reciprocity. A desk jockey that ignores me while they finish a non-business conversation with a buddy is an example of this. Of course now that I'm a grizzled veteran, it's about home time and pay.

My company has a guarantee minimum of $1k per week for regional home weekly and $1200 for network fleet home every other weekend. I love my West Side Transport.

Oh and as a new solo drivet i had all kinds of support via several trainers on speed dial and adriver mentor hotline. No question was deemed "too dumb to ask" its an awesome company for both brand new and experienced drivers too.

Sue, WOW! That makes sense to me. I'll bet very few drivers EVER get the "minimum pay" either. Sounds like a great Company. I'm hoping things change on my end. I have shown my ability ti run good miles. It gets real good for 2 weeks, then crashes and burns for 2. It feels like there is no accountability above the drivers. Hey, I signed a 13 month contract, Im a man of my word. Ill just tough it out!

What company has you bringihome 150 after taxes? Doesn't sound right to me

Its rare to get the pay commitment because you typically make more than the minimum... Even as a brand new driver.. I think i needed it maybe my first week or 2 solo. Trust me, they arent offering that to pay it out of their pockets.. But its great to know if something unforseen happens ill still havs a decent paycheck.