Recapping 2018 Driver Feedback Trends

2018 was a monumental year for driver feedback, and WorkHound will be reporting on trends with Stifel Capital Markets this Friday, January 11, at 11 a.m. EST.

Join WorkHound and Stifel Capital Markets on a conference call hosted by Global Transportation & Logistics Analyst David Ross featuring Max Farrell, CEO and Co-founder of WorkHound and Andrew Kirpalani, CTO and Co-founder of WorkHound, to discuss 2018 trends about how thousands of drivers feel about work.

WorkHound, a real-time driver feedback software platform, equips drivers with the ability to share anonymous feedback with the carrier they work with. WorkHound then provides tools and analytics for companies to act on the feedback.

 

Download the presentation slides here:  WorkHound Presentation PDF: What Drivers Said in 2018

 

Discussion Points:

  • The top driver issues through 2018
  • What drivers are thinking when it comes to emerging technology in the industry
  • Why collecting continuous feedback from drivers is key in a tight driver market
  • Actionable strategies to respond to current driver issues

Additional time will be allotted for a Q&A session following the presentation.

Sign up to join the conference call on Friday and gain insider access to the latest in driver feedback trends.



Anonymous feedback raises voice of female employees in company decisions

Twenty-three percent of Storey Trucking's drivers are women.

That figure is significantly higher than the national average. Across the country, 6 percent of truck drivers were female in 2017, according to the U.S. Bureau of Labor Statistics.

Most of the Alabama-based company's female drivers work in teams with their spouses or significant others. The workload was shared, but the lines of communication with management were not.

"Historically, the male team driver would be the primary communicator when coming into the office. He is typically in the office more often than the women," said President Eric Storey.

That began to change in September. The company began using WorkHound to solicit anonymous feedback from drivers. Now almost weekly, females are providing feedback and insights from women.

WorkHound feedback is initially anonymous, but employees have the option to identify themselves. This feature is valuable for managers who want to deal with specific issues on a case-by-case basis, or if they want to better understand their whole workforce.

For Storey Trucking, the WorkHound platform has helped elevate the voices of female drivers.

"Their feedback has been concise, to the point, and has often been accompanied by detailed ideas for consideration," Storey said. "We can't ask for anything better than that."

This emerging dynamic has encouraged the company to keep a strong focus on planning. All drivers want to keep moving and earning. They also want to plan ahead for life on the road, whether it's planning for healthy meals or warm showers. When management does its job anticipating drivers' needs and concerns, it helps drivers better manage their day-to-day lives, Storey said.

The benefits of employee feedback aren’t just limited to women. Storey Trucking drivers have been receptive to the WorkHound platform since the company started using it. Drivers are increasingly willing to share ideas and thoughts in face-to-face communications. The platform has helped the company create a more receptive, inclusive environment for all drivers.

"It's important that we construct our driver program in ways that represent every driver," Storey said.

WorkHound is also featured in Storey Trucking's recruitment efforts.

"We let new driver prospects know about our partnership with Workhound and trust it speaks to our commitment to treating each Storey driver as a qualified professional that has something important to say — that we really want and need to hear," Storey said.

Along with recruitment, retention is one of the biggest challenges facing the trucking industry. Storey's retention rates are better than the industry average, a success the president attributes to "investing in our people first."

Elevating women's voices in company discussions is important. While their concerns often mirror those of male drivers, a diverse range of voices inside the organization is good for understanding all challenges drivers face.

“Our employees deserve to be heard and acknowledged, and they always have constructive ideas about ways to better the experience,” Storey said. “Our drivers are our valued team members, and we want everyone that works for Storey Trucking to have a voice.”


3 benefits of anonymous employee feedback

Your employees are your company's eyes and ears.

They see challenges and opportunities firsthand. As a business owner or manager, you want to gain insights from their observations and make data-driven decisions that improve operations and build your business.

Unfortunately, learning from your employees can be challenging. There are numerous, often understandable reasons for this. Employees might fear retribution for negative feedback. Maybe an employee is concerned he or she will gain a reputation as someone who complains too much. Or they might fear the thought of having their ideas shot down.

Anonymous feedback is an excellent strategy to overcome those concerns. It will help you learn from employees, begin to see your company through their eyes, and ultimately, allow you to make informed decisions about the direction of your business.

Here are three ways anonymous employee feedback can benefit your company.

1. Gain operational intelligence

Employees are a great source of operational intel. The challenge for a business owner is to figure out the best way to tap into workers' observations and ideas.

People love to share their thoughts — so long as they're doing it in a safe environment. And in many cases, your employees have probably given more thought to what can improve work conditions than you realize. However, they may be having conversations about those topics with their friends or family members because they are able to enjoy a level of safety and comfort.

Providing a similar frictionless platform to gather this knowledge can help ease their concerns. Without fear of retaliation or the pressure of being identified, those insights can be shared more easily. Collecting and acting on this information will help you make better decisions. Employees will see that their input is valuable to you and the company.

2. Identify trends

Regular employee feedback will help you connect dots and identify trends.

Chances are good your employees' concerns and observations are shared concerns. They might each be seeing the same issue over and over from a different perspective. And they've probably even thought of different ways to tackle it.

Without an outlet to share those observations, important trends could go unnoticed.

While it's true that feedback can skew negative, people rarely complain without a reason. Having an open mind to the challenges employees face, identifying trends and root causes, and looking for ways to improve a situation will make you a better manager and your company a better employer.

3. Open lines of communication

Feedback is great. A conversation is better.

With a platform like WorkHound, anonymous feedback can be a springboard to a productive, one-on-one conversation with an employee.

WorkHound gives employees the option to identify themselves. This feature can lead you to engage in deeper conversations about the business, resolve specific issues, and build a greater trust in the employer-employee relationship.

Some will choose not to put a name to their feedback. That's OK. Knowing that they have the option to do so creates a positive avenue for them to pursue in the future. Additionally, giving employees the ability to remain anonymous builds trust in the company's mission and operations.

Feedback is a long game. Every positive interaction builds trust for the next one. Creating a culture where open lines of communication are the norm is a great benefit for both sides of the relationship.

Ready to hear what your workers have to say? Contact our team to set up an intro conversation.

Need three more reasons anonymous feedback works? Read more here.


Measuring Worker Retention ROI with WorkHound

When we speak with companies around the country, we always get asked the same question: “How does WorkHound measure success?”

Today WorkHound released the most powerful metric to date. We're very excited to deliver "Workers Retained 30 Days After Reveal." This metric shows your successful retention opportunities via WorkHound.

Here's how it works:
After a worker leaves an anonymous comment, you can request that the worker reveal their identity for a one-on-one conversation. This is an opportunity to understand additional information or intervene when a worker is displeased. Once the worker chooses to reveal their identity a clock starts. If that worker is still with your company 30 days later, that interaction is counted as a successful retention opportunity.

Plain and simple: the action you took in connecting with this driver helped keep them at your company an additional 30 days!

Consider what one day of lost productivity costs your company. Then multiply that by 30. And then go one step further by multiplying 30 days by the number of times you've retained these drivers. Your efforts are driving a huge value for your company.

The New Metric
With the addition of the ability to track this new metric, users can routinely monitor this number by logging into the dashboard where a recently added tile stays up-to-date on all workers. The Usage Page, where all user-controlled metrics are located, is where this number can be viewed in the most prominent position as this is the most powerful metric to date.

The Tile
This tile shows the current percentage of successful retention opportunities. It also shows the total number of successful retention opportunities. Think of each one of these as another 30 days of worker productivity!

Like the other tiles, this one shows your metrics at this current moment.

The Graph
This graph shows the percentage of workers retained for an additional 30 days over time. The goal line is set for 80 percent, and while we know this can be a high bar, this effort translates to increased productivity and reduced hiring burden. It makes both dollars and sense!

WorkHound has been head down and dedicated to fine-tuning these features and we’re excited to add them to the already comprehensive list of tools in the user experience.

Ready to take action on measuring your effort to retain workers? Contact our team to set up an intro conversation.

Thanks for riding with us!
-The WorkHound Team


Professional Drivers are Thankful in 2018. Here’s Why:

In this season of Thanks, WorkHound is grateful to look back on the year with positive feedback from professional drivers and other frontline workers who have voiced their concerns and praise.

It’s not always easy to create an environment that empowers workers to speak up. That’s why we’re excited to collaborate with every WorkHound customer on a daily basis.

Each of the following comments is from anonymous drivers whose companies have chosen to work with WorkHound to act on feedback and affect change in their company. Thank you to all workers who’ve shared their day with us and helped our team track the good, the bad, and the ugly for more than 13,000 workers across the United States.

This Thanksgiving week, we’re excited to highlight a preview of the good, and there are literally truckloads beyond these messages. Each one was copied directly from the WorkHound dashboard, typos and all. (Remember, they’ve sent this feedback via mobile phone.)

  • "thank you for providing this source for employees to have a voice within the company."
  • “Thank you and I feel honored to share. I honestly didn't think they cared”
  • "This app is very good"
  • "I honestly love workhound I like that I can tell my company stuff that I feel is important yet I can't get into trouble because you guys play the middle person I just want them to give advice without getting the lecture thank you guys for all you do"
  • “This week is going well ! Thank you for the increase in mileage and tarp pay !!! Thanks for implementing Workhound and taking action based on feedback. The drivers like the format it provides.”
  • “I don't know what's going over there at headquarters but I'd like to give a big old shout out to whoever is making things happen you've made me and my guys and I'm pretty sure a lot of other guys very happy with what's going on with the big changes in pay thank you from all of us for recognizing the hard work that we do”
  • "Thanks very much for making the change at my location so we can have every other Saturday off! I'm very happy and so are my co workers"
  • "I spoke with my dispatch again and did get things straightened out. Thanks for listening"
  • "This work hound is working perfect. A lot of good changes have already happened cause of this site"
  • "Thank you for giving me the opportunity to share without having to worry about it. We don't usually have a voice in ANY company that actually listens"
  • "Thank you for the chance for us to voice our opinions. You all have already made a difference. Those of us who commented and I'm sure the drivers who didn't appreciate what you have done."
  • "Way to WorkHound! ! The people spoke and management listened and reversed a policy I really thought they wouldn't, so much so I didn't voice my opinion on because I was certain it would fall on deaf ears but thanks to WorkHound they did. Thanks guys you saved my future with my company.”
  • "I had a concern voiced it on work hound and let them share it with the company and they called me back and noted my concern. I'm happy to have heard from someone“
  • "I know you guys are constantly hearing gripes...I just wanted to say thanks for the recent attention my previous comments have received! I have finally been assigned to a better truck and the issue with my tuition reimbursement is moving forward I believe. Its actions like this that re-affirm my belief that I made the right decision coming to work here! Thank you again!“
  • “The drivers lounge looks better thank you if this work hound thing is the cause.”
  • “Things have been getting much better. Nowhere near as much sitting around and my DM has been much nicer and more responsive since workhound started. Hopefully things will continue like this.”
  • “It amazes me the the changes which have happened since the announcement of this workhound deal. Prior to this announcement I could barely get 2000 mi/wk. when I had been requesting 2500 for 7 months. I had talked to my driver manager, terminal manager and up the ladder to no avail. Suddenly out of the blue comes the announcement regarding workhound and Shazam I immediately go to 2400 mi and higher. This is NO coincidence!! My terminal manager and driver manager have suddenly become very attentive, concerned, calling to see if they can help in any way. It amazes me how people act and change when they know they haven’t been doing a proper job and are suddenly put in a position where they may be called on it!”
  • “Things are improving and hope things will continue to improve for the future. Thank you for your support.”
  • “Thank You, looks to be an Awesome tool.”
  • “This site is Working great any complaint I had has been taken care of and on top of that we got a tarp raise things to this site and whoever is taking care of it. No complaints. Awesome company that takes care of its employees.”

Thank you to all drivers, frontline workers, and companies who have shared feedback to make improvements in your industries, companies, and the work our WorkHound team commits to every day.

We know that turnover is a hot topic, and insights via driver feedback help us understand why. Dispersed workers are as far away as possible from the leadership making decisions on their behalf.

With WorkHound in the palm of their hand, we’re helping to eliminate the communication gap they feel; and ultimately, building this bridge is lowering the high turnover across multiple industries.

During this Holiday season, get to know why your workers are thankful by asking them directly. It’s important to you, to them, and their relationship with your company.


J&M: New Leadership Takes Fleet Pulse With WorkHound Data

When new leaders joined J&M Tank Lines, they knew they needed an efficient way to understand the pulse of the company.

J&M, a family-owned trucking company based in Birmingham, Ala., had already been using WorkHound to track drivers' issues and concerns prior to Eric Hanson's arrival. Hanson turned to insights from WorkHound to assess drivers' needs.

"We knew we needed to improve listening to the driver’s voice, and that began with providing our drivers a tool we can use to do so," Hanson said.

J&M transports non-hazardous dry bulk and liquid commodities throughout the eastern U.S. It operates more than 400 trucks and 18 locations in the South and along the East Coast.

With drivers traveling across the country, J&M encountered similar challenges to other companies with distributed workforces: improving communication with drivers and employees, provide a sense of community, and make sure people feel connected to one another and the company's overall mission.

Hanson, who is J&M's vice president of human resource development, had used other company-wide surveys in the past, but those more traditional feedback tools took a long time to launch, collect data, and review responses. Surveys can offer a deeper study of the root causes of problems, but annual surveys don't always age well.

Conversely, WorkHound can be set up quickly, provides nearly instantaneous insights, and helps managers keep an eye and ear on drivers' concerns on a weekly basis.

"It takes a proactive approach and gives the driver an opportunity to communicate weekly, when and where it’s convenient for them," he said. "It's on the driver’s schedule, not ours."

Instant feedback from employees is a big deal for large companies and HR professionals, who can make decisions that affect hundreds of people. Without up-to-date data informing those decisions, though, management runs the risk of reacting to last year's challenges, rather than the ones their drivers currently face.

This is particularly problematic in the transportation industry where driver retention is often more challenging than recruitment. Drivers function as independent contractors, and if they feel like their voices aren't being heard, they can go to another company. The trucking industry is very competitive, and companies like J&M want to stay ahead of the curve.

"Information and communication about anything that matters to the drivers gives us a competitive advantage," Hanson said.

WorkHound data and responses from drivers are seen by J&M's decision makers and the company's frontline. Items are reviewed and discussed by the organization, and management's weekly action items are shaped by topics that drivers raise anonymously through the service. Insights allow management to identify areas of concern and prioritize the biggest challenges.

"With drivers being spread out over several states, communication and interaction can be challenging," Hanson said. "The WorkHound platform allows us to communicate and listen to our drivers and get up to speed more quickly."

In addition to submitting feedback anonymously, drivers may choose to share their identity. From Hanson’s experience, drivers who do choose to reveal their identity feel valued and appreciated when company leaders take the time to respond to the concerns raised through WorkHound. This provides a significant advantage over traditional surveys. There's nothing worse than taking the time to fill out a questionnaire and not seeing any company changes come from it, he said.

For J&M, WorkHound keeps lines of communication open. It puts drivers in control of the message—whether it's concerns, compliments, or suggestions. Hanson said the responses are all over the board and that management is just happy drivers want to share them.

"The biggest benefit is the drivers know we are listening, and that alone is crucial," he said.


Pegasus Transportation: Management Uses Driver Feedback To Maintain Personal Touch

CRST Pegasus Transportation has fared better than its competitors when it comes to driver retention, but a dip in early 2018 led the small company to look for ways to maximize potential business opportunities.

"Freight is plentiful, and we are missing opportunities every single day due to a lack of available capacity," said Chad Bruek, Vice President and General Manager. "We’re having a good year, but it could have been record-breaking if it weren’t for our open trucks and the challenging driver environment."

Many of Pegasus’s 425 drivers live near the company's terminal in Louisville, KY. That proximity has contributed to frequent contact with management and built a level of trust that is often lacking with a distributed workforce. It helps that managers and employees focus on staying responsive to drivers' concerns.

"Everyone in our organization understands that creating a positive environment for drivers is everyone's responsibility and a top priority for our organization," Bruek said.

Professional drivers always value higher pay and more hometime, but Pegasus strives to provide them a "sense of belonging," he said. "It's that personal touch that really has proven successful to us."

While the company has worked to build relationships with local drivers, Bruek needed a way to get regular feedback, especially from those who live outside the Louisville area. The company adopted WorkHound in April to better understand the issues facing its entire fleet. The mobile platform lets drivers leave anonymous feedback on the conditions they face in real time. Managers can categorize the data to identify the biggest trouble spots and make changes that address them.

At Pegasus, Drivers were skeptical of the tool when it was first introduced. They didn't trust that their feedback would remain anonymous or that it would contribute to significant improvements. That attitude changed once management began making changes based on drivers' issues, Bruek said.

Some issues — traffic, weather, or personal events — are outside of management's control. There are others, though, where small changes can have a big impact. For example, earlier this year Pegasus lowered its governed speed. Drivers were unhappy with the change and lodged their complaints through WorkHound. The decision was reversed as a result. WorkHound feedback also led to terminal improvements, including renovations to its drivers' lounge to provide a more comfortable, inviting space, as well as repaving and restriping its lot to improve driving conditions.

Bruek uses the service to help him focus on employees' needs. He reads every comment left by drivers and personally reaches out to those where he believes an actionable issue is being raised. (WorkHound gives drivers the option to reveal their identity to be contacted about one of their comments.) Bruek said this ability to respond is a powerful feature that helps him dig deeper into an issue he might be able to resolve.

"Many drivers who have traditionally been unwilling to speak up or share their concerns are now freely communicating with us and giving us a chance to help them be successful," he said. "I anticipate that as we continue to gain momentum there is no question we will be back at industry-leading levels of driver retention."


UPT: Finding and Fixing Problem Spots With Honest Feedback

United Petroleum Transports (UPT) had retention problems at five of its customer service centers.

UPT manages a complex distribution network for fuel, oil, and chemicals with 16 facilities stationed throughout the South and Southwest. More than 500 trucks deliver product throughout the region, and it employs 800 people, 630 of whom are drivers.

The Oklahoma-based company operates under stricter regulations than other transportation companies due to the volatile nature of its cargos. Drivers at UPT must hold specialized certifications to haul these materials. Because of this, retention of its drivers, along with recruitment, are an ongoing concern.

Management recently went on a tour of its customer service centers to assess issues identified by driver feedback using WorkHound, an anonymous mobile platform that helps companies elicit honest feedback from employees. UPT started using the app several years ago to learn from drivers across the fleet.

"One of the biggest challenges is communication. If not communicated correctly, the implementation of most plans can be misinterpreted and sometimes have the opposite effect of what you are trying to accomplish," said Holly Forsyth, Manager of Training and Recruiting.

She and other managers review feedback from WorkHound each week and formulate plans of action. Some issues might deal with small communications about benefits, while others may involve pay increases for certain areas, she said.

The retention tour of customer service centers allowed her team to better understand the issues affecting each facility. This strategy allowed them to proactively address problems that affect retention or could affect it in the future.

"The tour has led to many changes throughout the company as a whole," said Forsyth.

WorkHound isn't the only employee feedback tool UPT uses, but it may generate the most honest responses. The company uses in-house surveys and recruiter phone calls to drivers, and leadership has noticed that responses from those methods tend to deliver "more positive" responses from employees and don't always reflect what management suspects might be occurring at different locations.

Honest feedback has important ramifications for policy decisions that have to work at each level of the organization, especially for drivers who are at the heart of the business.

"Without the feedback from the people who are impacted daily by the decisions made by leadership, we will never know how truly effective the changes have been," Forsyth said.

She said driver retention and recruitment is a "messy catch-22," but efforts to improve the former have made the latter easier and more sustainable. Insights from WorkHound have helped UPT identify problems much faster, and drivers like to know their voices are being heard, whether it relates to positive feedback from a pay increase or concerns about a policy change.

While negative feedback is crucial to identifying problems, positive anonymous responses also help reinforce management decisions when they're the right ones."Leadership is able to use this feedback to truly understand the needs, concerns, and, what we sometimes forget — the things we are actually doing right," she said.

Currently, WorkHound is only used by drivers at UPT, but the tour reinforced the value of giving all employees a real-time voice in decision-making, and continues to help management get a better understanding of their organization from the bottom up.


[Case Study] Doug Andrus: Improving Driver Conditions with Data and Insights

Doug Andrus Distributing was looking for a way to gather feedback from its 275 drivers.

The Idaho-based trucking company has prided itself on being a family-oriented business since 1937. The company lists its employees as one of its most important assets and wants make sure that employees are listened to and "involved in the decision-making process." Yet it struggled like other companies to keep tabs on drivers' daily concerns.

Until last year, the company had never used any tools or software to track the concerns and issues its drivers faced across the U.S. and western Canada. When it came to setting company policy, management was making decisions about what might work and hoping that those choices were the right ones.

The company started using WorkHound because it was looking for a way to gather more data about drivers' concerns. It wanted to make informed decisions about policy, equipment, and benefits, according to Trent Belnap, General Counsel and Vice President for Safety and Human Resources.

"Driver feedback is important because without it, you're mostly guessing whether some change to policy or some new incentive will be seen as a positive by the workforce," he said. "With feedback, you can tailor your programs to suit what the drivers really care about."

Driver feedback has played an instrumental role in executive decisions. It's an almost daily topic in management meetings. Data and insights have led to positive changes for drivers — big and small.

As a result of driver feedback from WorkHound, Doug Andrus has:

  • Ordered newer and nicer equipment, including satellite radios at no cost to drivers, premium leather seats, upgraded mattresses, inverters, and CB radios
  • Resolved several critical concerns via "driver reveal" that could have resulted in the driver cutting ties with the company
  • Initiated a paid vacation program
  • Increased detention pay
  • Increased the governed speed of trucks
  • Upgraded drop yard facilities with portable lavatories and waste receptacles

When companies rely on distributed workforces, they can struggle to identify challenges that are more apparent with daily face-to-face interactions. Without a clear strategy for learning about these issues, little annoyances can grow into big problems for employees and a company's bottom line.

WorkHound bridges that critical gap. The mobile platform gives frontline employees an anonymous venue to raise their concerns in real-time. Companies can use this data to better listen to and learn from their employees. With insights from the field, management can better avoid top-down initiatives that sound great in a boardroom, but have little impact in the real world. It opens lines of communication and aligns employees and management toward common goals.

Driver retention is a major, ongoing challenge in the trucking industry. Research shows that the average national turnover rate is 95 percent. According to Forbes, the cost is approaching $10,000 for each lost driver.

Doug Andrus has fared better than many others in the industry, as the company's turnover rate has dropped 22 percent since 2015. Belnap doesn't attribute the downward trend to one specific tool or decision, but he thinks WorkHound has led to changes that excite drivers and will help improve retention in the future.

"This hopefully leads to drivers being more content, which we hope decreases the likelihood they will be scanning the job boards during their 10-hour break," he said.


The Top 5 Reasons to Invest in Truck Driver Retention in 2018

The boom times in transportation and logistics are giving many companies a boost to the wallet. Where should trucking and freight companies invest this added cash in 2018?

The smart money is on one place - truck driver retention.

The Top 5 Reasons to Invest in Truck Driver Retention in 2018

Below is a list of the top 5 reasons to invest in truck driver retention in 2018, complete with industry statistics and insights to back them up.

#1. Driver Retention is a Growing Competitive Advantage

According to the American Trucking Association, the industry currently has a shortage of 60,000 drivers, a gap that will swell to over 100,000 by 2022.

driver retention statistics

Driver retention is a key way for transportation companies to win the war for trucking talent. As their competitors feel the pinch from the supply-demand disparity with quality truck drivers, companies who maintain high levels of retention will gain a substantial competitive advantage.

#2. Impacts on Driver Compensation Due to ELD and Regulations

Increased regulation and mandated use of electronic logging devices (ELDs) means tighter adherence to rules and potentially lower pay for drivers which is causing drivers to flee the market for sunnier pastures.

Industry fixation on transportation data aside, it’s important to note that blockchain and data collection offer precious little in the way of driver retention. We encourage you to listen to driver concerns by investing in driver feedback and communications technology.

#3. The Truck Driver Workforce is Not Adding New Drivers

Fewer millennials are choosing truck driving as an occupation; there are simply not as many people willing to take on the difficult lifestyle and demands of a life on the road. With less young people joining the industry, the average age of a driver in the for-hire truckload industry has risen to 49.

Trucking companies cannot underestimate the impact that Lyft and Uber are having on driver retention. These are companies that track their drivers, but offer maximum flexibility, quality pay and the ability to stay near home.

#4. Demand for Drivers Will Continue to Grow

There is a huge uptick in freight demand.  Consumers are increasingly purchasing products online, which requires direct  shipment, lots of trucks, and lots of drivers to move goods. Driver jobs are plentiful, but there aren’t enough people to fill the seats.

truck driver feedback

Not only are transportation companies competing with traditional trucking and freight competitors, they are now dealing with new market forces who can offer drivers competitive pay and seem way more driver-friendly depending on the quality with which your company treats its drivers.

#5. Recruiting New Drivers Costs More Than Retaining Them

Average hiring costs exceed $8,000 per hire. Carriers need to focus more heavily on retaining the good drivers they already have. If we have to spell out the basic economic benefits of retaining existing talent versus sourcing new hires, then you have bigger problems to solve, my friend.

More Truck Driver Retention Resources for 2018

Looking for more insights? Check out the following resources on Workhound Resources page.

Ready to make driver feedback and communication a massive competitive advantage for your transportation company?

Contact us to see how Workhound's driver feedback solution can make your truck drivers happier, more productive, and more loyal to your company.