America’s truck drivers keep our country moving — quite literally. They’re a vital part of nearly every sector of the U.S. economy, delivering raw materials, medicine, food and much more to roughly 80% of U.S. communities.
Most of us know how important they are, yet many drivers feel that both they as individuals and their profession overall are undervalued.
Events like National Truck Driver Appreciation Week — celebrated annually in September — are an excellent opportunity for trucking companies to show support for drivers. However, there’s a difference between showing support publicly and actually providing them with the support they need to do their jobs.
Read on to learn more about what that support can look like, how your company can show its appreciation for drivers year-round and why doing so benefits everyone.
Tip #1: Educate Yourself on Everything Your Drivers Do
Fleet owners and managers know that a truck driver’s job goes beyond simply getting from point A to point B. However, it can be easy to lose sight of others’ responsibilities when we’re so caught up in our own.
That’s why leaders need to take time to learn from their drivers' experiences. Drivers are the ones in the truck every single day, and they know what they have to deal with.
What you’ll learn is that each driver has a unique experience. Some are highly trained professionals who require minimal oversight, while others are new to the profession and need more communication and guidance.
Tip #2: Listen and Understand Drivers' Pain Points
It's important to remember that communication is a two-way street. You shouldn’t just talk to your drivers — you should also listen to them when they tell you about their needs and concerns.
The reality is that both long- and short-haul trucking are high-stress, physically demanding jobs that take an immense physical and emotional toll on individuals. Lending an empathetic ear when drivers need it can go a long way toward building loyalty and trust.
Common Pain Points for Truck Drivers
Time Away from Loved Ones: OTR truckers sacrifice a lot, often spending days or weeks away from home at a time. Beyond missing important family events, this lifestyle can also mean long periods of isolation with little downtime. It’s important to check in with these drivers regularly and ensure their needs are met to avoid burnout.
Unrealistic Expectations: Because most truckers deal with tight delivery schedules while getting paid on a per-mile basis, they may feel added pressure and stress to try and make their deliveries as fast as possible. It’s important to remember that your drivers are not machines and that their health and well-being should be your priority, even if it means occasional delays.
Health Challenges: The stress that drivers feel and the fast-paced nature of trucking can also lead to chronic health issues like back pain, high blood pressure, obesity and more. While you can’t control the eating and exercise habits of your drivers, your company can provide them with resources and education to help them make informed choices while on the road.
Lack of Parking: The lack of available truck parking is among the top concerns amongst truck drivers nationwide. Again, this isn’t necessarily something you can control, but you can help mitigate the problem by keeping a consistent dialogue and working with drivers to ensure they spend as little time as possible looking for parking.
Inconsistent Maintenance Policies: Neglecting maintenance for your vehicles will lead to more breakdowns and equipment failures, and drivers will suffer the consequences by having to wait for repairs without pay. Not only is this an easy way to upset your drivers, but it’s also easily avoidable with technology that keeps track of scheduled maintenance.
Tip #3: Reward Drivers’ Performance and Loyalty
It's clear that truck driving is a hard job because of the lifestyle it requires. However, most experienced drivers will tell you that they do it because it’s what they love to do and want to keep doing, despite the challenges.
To truly show appreciation for your drivers, it’s essential to do everything you can to reward those who perform high-quality work and have remained with the company for several years.
Think about how much time your company invests in training these individuals and building relationships. Then think about how hard it can be to find qualified candidates that fit your company’s core values and culture. By rewarding the people who give so much to your company, you’re more likely to retain devoted employees and maintain a good workplace culture.
It’s critical to invest in your drivers and show appreciation for their continued hard work — in September and year-round.