Why They Are Leaving You (or Soon Will)
Trucking executives have been contemplating this statement since the first wheels turned in this industry. In the days of regulation, the opportunity cost of any empty seat could be calculated with certainty (it hurt, but you could at least make fairly realistic budgets and purchasing decisions). These days, that same empty seat could result in lost profits double or triple what they were last year at the same time. The anxiety of what’s being left on the table is palpable when I speak to trucking entrepreneurs and executives. During previous ‘hot markets’, I was one of these executives, and it wasn’t until we decided as owners that we were going to meet the challenge of high driver turnover ‘head on’ that we began to get a handle on it and eventually drive our triple digit turnover down to below 20%.
So why do they leave? It’s a complex question, but from a 50,000-foot view, it is really as simple as stating that people stay in situations they like, and they leave the ones they don’t. By parallel we all do it, we live where we live because it is a comfortable neighborhood, we are in the relationships were in because we see eye to eye with that person, they’ve got our back and we have theirs. We work at our jobs because they challenge us, we’re appreciated, and we enjoy the challenges and opportunities the workplace offers. People stay because they have purpose and are part of a team (a tribe if you will) that has the exact same purpose.
To put it all in context, your drivers leave (or will leave) because they have no attachment to your company. You have not created the compelling reason for them to stay. It’s hard these days for a driver not to feel like a small part of a bigger transaction, with an ever-decreasing connection to their tribe (in work and life). These forces make it easy for them to decide when another job, or bag of money gets their attention. You treat them like a transaction – don’t be surprised if they turn the tables.
The good news is that change is possible. Have been there, have done that. It’s tough. You may need to invest time and money. You may need to terminate people. You will be uncomfortable. It may get messy. TCA has created the framework to guide carrier members to low turnover numbers, it’s called the Retention Action Plan. This plan is the center piece of my role as the newly-minted Retention Coach, a service offering from the TCA Profitability Program. We believe that excessively high turnover is an unnecessary evil in our industry, and that with the right effort, and the right plan it can be reversed. If you’re interested in starting this journey, click here for a gut check.