Business

Optimizing the Prospects of Logistics Industry with Better Work Environment for Young Truck Drivers

It is not surprising to see the increasing number of advertisements for Class A CDL permit jobs on social media and in newspapers, because there is indeed a huge demand for skilled truck drivers to support the logistics industry in the US.

Even though the pandemic in 2020 highlighted the significance of these frontline workers for numerous industries, it could not revitalize the sector sufficiently and transportation companies continue to look out for skilled people. As per the American Truck Association, the transportation sector was short of 60,800 drivers in 2018, and if the trends continue, there will be a shortage of 160,000 drivers by 2028.

Why is the number of CDL truck drivers falling short of demand year after year? While there are plenty of reasons, the key factors in this case are absence of competitive compensation, stressful work routines, and an aging workforce.

Even though many CDL home daily jobs are advertised as great options to make a living and improve work-life balance, not all of them actually come with the pay packets that can compensate for the hectic hours spent in traffic. The experienced drivers keep retiring and younger ones are unwilling to join.

To fill the gaps between demand and supply, transportation companies need to rethink their finances and prioritize sufficient funds for pay packages and incentives given to drivers.  They must also strategize specific business policies to attract young blood to the profession of truck driving.

At present youngsters in the US do not take truck driving as a viable career. And with the ease of booking vehicles from mobile phones, some of them do not even drive. Transportation service providers need to address such trends and attract millennials for their vacancies in time before the shortage of drivers gets worse.

Looking at the truck drivers demographic

The average age of truck drivers in the US is 55 years. Records further show that around 60% of all truck drivers in the country are over 45 years old. Also, more than 20% of them have crossed the age of 55. As baby boomer generation drivers actively retire, transportation companies must make serious efforts to hire the next generation of truckers. And millennials can be their best options for now.

Some recruiters have a wrong idea of the generation called millennials. They consider them as young people in their early 20s. However, this group – also called Generation X – actually refers to the people born between 1981 and 1996. As of 2022, they age between 26 and 41 years of age.

Therefore, even though some of the “youngsters” do not drive, there are millennials – particularly the ones in their 30s and early 40s – who can become an integral part of the logistics sector with their skills for managing large vehicles.

Redesigning the image of the trucking industry

To make this vocation seemingly stressful vocation rewarding; transportation companies need to build a convincing case that taking charge of a truck is a respectful job. They must offer truck driving jobs with benefits that appeal to new candidates. In several surveys, drivers have agreed that it is respect that they expect when they agree to take up a trucking job. The stereotyped negative impression of this economically critical activity has to be removed.

And what can transporters do in this regard? Here are some suggestions:

  • Provide attractive pay and regular raises

While this may seem very obvious, not many organizations take it seriously, especially while trying to hire young people. They feel that new job seekers who do not have any family responsibilities may be willing to accept an offer at the minimum pay scale in the industry.

Although truck drivers in the US are better paid than in many other countries; employers must remember that Generation X considers base pay as a significant factor while signing for a job and sticking to it in long term. They ask recruitment teams about the pay scale. They do not hesitate to negotiate for more if they feel their skills make them valuable assets for the organization.

These young truckers are also particular about pay increases over time. And they will not stay motivated if their earnings do not increase consistently. When an HR manager knows that a truck driver gives effective ROI to the organization and it will be difficult to replace him / her; it should decide upon funds for attractive pay scale and yearly appraisals.

 

  • Improve the company culture for truck drivers

A logistics or transportation firm has many bands of employees. From C-suite officers and customer experience managers, to contact center executives and other backend workers handling routine tasks, there are people handling myriad responsibilities for their firm.

While most of these “office workers” get to participate in career development programs and rise up the corporate ladder, the truckers who play a crucial role in maintaining their relationships with clients do not get the attention they deserve.

Any millennial looking for a job wants to be valued by his / her employer. It is therefore essential for companies to consider all their workers including truckers in their business events. Instead of always keeping drivers on the roads, they should invite them for mentoring programs, employee appreciation events, and other special celebrations that the company organizes.

The fleet managers who prepare rosters for truck drivers should also solicit regular feedback from them on how they can improve job conditions, and implement the suggestions wherever feasible.

  • Offer flexibility in working hours

The competition in markets is reaching new levels and consumers expect more from companies they open their wallets too. In such environments, employees are also prompted to be more productive and they often spend extra time at work. In turn, such scenarios disturb family life.

Employees with desk jobs have the privilege of working from home in a digitally connected world. But truckers carrying consignments between far off locations have to deal with more challenging conditions in physical environments. Their work is physically straining and if the work hours are always rigid, the impact on health can be harsh.

The lack of schedule flexibility has forced many older drivers to retire early from their jobs. And the millennials do not want to embroil in such situations.

To retain its young truckers, a transportation company must ensure optimum work-life balance for them. They should be given 5 days work week. Also, should keep a provision for changing the ‘off days’ once in a while if the driver needs rest. They can also allow drivers to swap the holidays with colleagues who can handle transportation responsibilities on certain days. Such flexibility in work hours will make employees more loyal to their employer.

  • Keep up with the incentives

Competitive pay packages are important but not enough. Millennials who do not feel valued at their jobs will not hesitate to quit even if they have not yet found a new option. It is therefore essential for transportation companies to design effective incentive programs for their experienced drivers. These can be in forms of special payouts for extra miles covered, for helping the company in winning a new contract from the client, and also for referring a new driver to the company.

The idea is to show that the organization cares. They must appreciate and recognize hard work. And the drivers who remain physically and mentally active for hours on the roads should always stay motivated.

An incentive may not always be liquid cash. It can also be in other forms. A paid vacation, a discount coupon / gift voucher for shopping, or an appliance that can be used at home are sone examples.

Conclusion

The active players in the logistics industry know that truck driver shortage is acute in the US. And it has only been getting from bad to worse. To avoid the criticality of driver shortage in 2023 and the risk of losing their clients, now is the time to make a change.

As new drivers replace the loyal ones – who may have served a company for long. But they are now about to retire – the work environment must be tweaked to the liking of younger folks. That is the only way to keep transportation services buzzing and eventually improve the business bottom line.

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