KyTrucking.net 29 section. Key findings based on survey responses are divided into three categories: best practices for recruitment, training and retention. Recruitment High pay motivates young employees, but 60% considered other factors as equally or more important. Common responses included having a stable career path and a schedule that allows them to balance work and personal life. A love for driving was another important factor. Greater transparency about what the job entails would be helpful. Young drivers want a clear understanding of any job expectations and requirements. They would appreciate being able to watch “day in the life” videos or access other content that would help them better understand what a trucking job is like. Company culture matters to 84% of younger drivers, and 73% have someone in their family with a trucking background who introduced them to the industry. They value community, and they offered concrete suggestions for building it: • Promoting supportive managers • Giving employees a firsthand understanding of other roles • A willingness by managers and other co-workers to provide flexibility when necessary • Asking for and sharing successful strategies • Providing casual social opportunities among employees Training According to 20% of those surveyed, trainers need more training themselves. Approximately 14% wanted more driving time and more driving variety. Young employees would also appreciate more mentoring to help them gain experience and perspective about how to work better. Young employees also think training should include topics other than driving. They want to know how to resolve conflicts better, understand other aspects of moving freight such as budgeting, yard work and loading, and learn a wide range of other additional skills that allow them to fit better into the company culture. To download the full report, please visit https://truckingresearch.org/2022/07/11/integratingyounger-adults-into-trucking-careers. Retention The ability to earn a large, stable income is often why new employees gravitated toward the trucking industry. Raises are a reminder of that and provide a reason to stay. Apprenticeship programs improve retention. Why? In part, apprenticeship programs convince employees that their employers value them enough to invest in their development. That’s a powerful message. Relationships between employees matter. That is particularly true for relationships between older drivers and the younger drivers they mentor. Young drivers like to communicate their concerns to management. Communication can take place directly or through company surveys. Young drivers like flexible schedules, but they also like consistent schedules. Companies that offer regular home time and hybrid jobs appeal to nontraditional trucking industry employees such as women. Conclusion The trucking industry needs to attract younger employees. Doing so currently involves creating optimal work environments for millennials and Gen-Zs. The most effective practice to retain young drivers in small or large fleets is to increase their pay. Expanded benefits, health insurance and a 401(k) are also important. So are vacation days, sick days or paid leave. Giving drivers control and flexibility (over their hours or route) is helpful, especially if it means more time at home. Finally, young drivers appreciate good management, feedback and mentoring. They also like training opportunities and tuition reimbursement. The more you make young employees feel they have control over a well-paid career in a positive work environment that will give them opportunities to grow over time, the more likely they will decide to stay with your company.
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