Welcome! As most of our loyal readers know, we have been posting on two blogs for the last few months. Well the time has come to finally shut the door and turn off the lights here! This has been a good location for us and we will miss it dearly. Change is a good thing and we hope you will visit our new blog address which is on our website. Please click the link below and join us at our new home!!
Showing posts with label turnover. Show all posts
Showing posts with label turnover. Show all posts
Sunday, December 16, 2012
Monday, December 3, 2012
Ask 18 Wheels of Justice Debut! "Soft Taco" asks...
Welcome to "Ask 18 Wheels of Justice". All questions are welcome, anything and everything Trucking... Column will run every Monday and more often as some important questions can't wait and need to be answered immediately. Thank you for submitting all of all of your questions and what great questions they all were. It was difficult to pick only one...
Let's Get Started! You can sense the excitement here at 18 Wheels of Justice HQ, please make sure there's room on the edge of your seat and continue reading...
Names have been changed to protect the innocent and the guilty.
From "Soft Taco" Chino, CA...
"Soft Taco" asks - I have been driving for three years, I have had 7 jobs. I take my work seriously and want to own my own truck. I quit these jobs because I get promised all of these things before I start and then they never happen. I think it looks bad on my record and I'm afraid it will affect me buying a truck in the future.
Thank you for your question, "ST". I wouldn't worry too much about your past, you can't change that. You are right in that it can effect buying a truck in the future. Changing jobs does "tell your story" so to speak. This is important for all drivers to think about when deciding to switch jobs. It's not discussed very often, but it does reflect poorly on your credit if you switch jobs a lot. Not just for buying a truck, but a home, car etc.
We realize, "ST" that this is a common problem in our industry. So stop changing jobs, Soft Taco! It's not that easy and takes work, but it does payoff. Do not be discouraged, there is a process to finding a job. I wrote an article about the 10 best ways to find a driving career and not just a job a few months ago(click here to read).
The most important thing to remember is to take your time! Sometimes we tend to wait too long to look for another job before we quit. Don't wait until you have finally had enough and quit when your angry or upset. Be a gentlemen and give two weeks notice. There is a lot to consider and please read the article(follow link above), because you lose a lot more money than you think when you switch jobs.
If were to try and guess what switching jobs 7 times in 3 years cost you. I would bet that you lost between 2 weeks and a month of work and pay each time you changed jobs. Between trying to get your last paycheck, deductions, withholding, time lost waiting for MVR approval and drug testing, driver orientations, and on and on. Hiring is not a quick process in our company.
Let' be conservative and say you lost two weeks worth of income every time you changed. If you average $1000 per week.
$2000 Lost Per Job Change
x 7 Job Changes in 3 years
$14,000! Yes, $14,000 Cash. $14k would have been a nice down payment on a truck plus some cash for emergencies. It also would have bought a car, a pick up truck, or a whole lotta' chrome...
The moral of the story is to take your time and do your research! It pays off time and time again...
Don't forget to subscribe to our blog, all you have to do is enter your email address on the sidebar, takes a minute...
One of my favorite trucks - check out How bad do you want it? W-900
Friday, November 30, 2012
How to be Effective in a World of Rookie Recruiters
With Driver shortages at an all-time high – It is becoming more difficult to not only recruit, but to retain qualified drivers and owner operators. How do you find drivers and operators that are a better fit for your company to begin with?
Finding Drivers and Operators that "fit" you company is a key component in retention. Most carriers, while looking at a lot full of empty trucks, tend to use the “Habeas Corpus” or “Just Produce a Body” method; we will hire someone qualified, but not necessarily the best fit for our trucking operation, or the driver for that matter. This always results in a short career at our company for the driver and higher turnover, which produce significantly higher costs to our trucking operation.
· How many countless Ads has your company placed using traditional methods such as newspaper, radio, or even TV with little to no return? How many internet ads surrounded by hundreds, if not thousands of other advertisers?
· How much money has your company allocated to these already exhausted methods?
At 18 Wheels of Justice; we are providing a unique approach to recruiting and capturing the attention of drivers and owner operators. We have tactfully and quietly developed one of the most devoted driver and operator audience in the nation and continue to foster that growth.
Why Partner With Us?
I'm the author of "18 Wheels of Justice", an educational, trucking based Book & CD series, website and blog. I have appeared on Big Truck TV (a partner with Internet Truck Stop) and various trucking radio shows. My blogs are published on Big Truck TV, TripPak and various other venues. Drivers and owner operators visit and trust 18 Wheels of Justice to interview and explain the core values of a trucking company before they sign on.
The 18 Wheels of Justice “Blomotion” (Blog Promotion) is an in depth story that is designed to answer the drivers and operators questions about your company before they call.
The game has changed so much over the last few years that most drivers & ops are hesitant to call to ask questions because of all the follow up calls they will get from recruiters for months, even years. Our article presents your company in an up front and personal light by a reputable third party. It works, and it works well.
Recruiting advertising is not like selling soft drinks. You're selling a career, success, a lifestyle and trust. Repetition and flashing ads simply can not convey this message. The time has come to promote in depth what makes your company appealing and makes it standout in our industry. Every trucking company has its own appeal and is unique; we focus on and promote these attributes.
We tell the founders story, the struggles and successes throughout the company’s history, the human side... This has great appeal and the principles of attraction must be applied to recruiting drivers and operators. The operators, drivers and their wives want to make their own decision and learn about the company on their own.
Let us tell your story...
How it works
· Written “Blomotion” (Blog + Promotion) on you company which includes an in depth story about your company with your final approval before publication. The article will be posted on our different blogs several times during the month.
· Original article on your company includes interview with company CEO or Director of Recruiting describing the benefits of working for your company.
· Blog article will be featured on owner operator and driver page on our website for 30 days, along with link and phone number to your company’s website.
· Posted on 50 Craigslist Cities within your hiring area as an article by a 3rd Party (it works well, we know how to catch owner operators and drivers attention)
· Any existing recruiting video you have will be published alongside the article on our website and blog as well.
Most Drivers and Operators(and more importantly, their wives and significant others) review companies and make their decision over the Christmas Season when they have time off and make their move in January, don’t wait. Our schedule is filling up quickly for the remainder of 2012, and this is the ideal time to have your “Blomotion” posted, especially to ramp up for 2013 driver needs.
Act quickly by simply replying to this email or call 314-620-5536 to learn more. We do all the work for you…
Monday, October 8, 2012
Drivers!
Owner Operator & Driver Retention and Recruiting. It's the 8th Wonder of the World. Where did they all go? What happened to them? I just talked to him yesterday... I thought he liked it here...
It's like Mark Twain said about the weather, "Everybody likes to complain about it, but nobody does anything about it."
Believe it or not, there are a lot of trucking companies who excel at recruiting and retention. Who? Why? How? I'm glad you asked, please join me on a journey that will take us through some basics of successful recruiting and retention.
Let's begin with some careful self-examination. Honesty is key here, know yourself and your organization.
Do you really want to solve this issue? Or do you want to throw more and more money at broad advertising and hire more recruiters and hope it works out? (That Beck song "I'm a Loser, Baby" comes to mind, "Things are gonna change, I can feel it...")
You didn't get to where you are today by hoping things work out.
You are a Person of Action, a Leader, a Mover and Shaker, a Winner. I'm serious...(How do I know? You are taking time out of your hectic day to read this, to learn how to improve your company.)
Turnover at the majority of trucking companies is sadly well over 100%, at some it reaches alarming heights of 200%-400%. Don't get energized in the problem! Let's focus on fixing the issue. The hardest part of any job is getting started.
Think of your procedure when a new driver or operator joins your trucking company, I'll bet this sounds familiar...
The recruiter or safety department initiates the process. Why it always seems to fall on safety is beyond me. I think everybody thinks they have nothing to do until an accident happens or auditor shows up. I assure you this is not the case, especially in this current regulation environment. Anyway, they go to great length and expense to advertise, spend hours on phone, email applications, run MVR's, meeting with potential drivers and operators, and finally one out of the five, perhaps one out of ten, they have been talking to shows up for orientation.
It is a moment of great triumph! Everybody is happy, he gets introduced to his new dispatcher, perhaps an operations manager, if he is lucky the owner comes out of his office to say hello and welcome him. The owner operator or driver feels good about his decision to sign on with your company and everybody is smiling and shaking hands...
Then what happens? Join me back here on Friday and we will explore how everything goes south, sometimes quickly, sometimes slowly...
Please try this exercise before Friday, call each your dispatchers into your office and ask him to name from memory each of his drivers and owner ops, and keep track of how many they can name(15 out 25 etc.).
Don't forget to sign up for email subscription so you don't miss it, it's free...
Tomorrow on the Bleater. Conversations with Marge (TA Waitress extraordinaire, Driver and Owner Operator Ambassador) continues with a driver's personal story of struggle and triumph...
Thursday, September 20, 2012
Cortes on Recruiting and Retention II
Return to 18 Wheels of Justice Home
Continued from Part I - Senor Cortes on Recruiting and Retention
Cortes may not have been the most qualified to lead the expedition. Though he was experienced and renowned for his courage, another reason for his appointment was his promise to help finance the expedition. Cortes emptied his personal wealth and poured it into the trip. He mortgaged his lands. He called on friends to both help prepare for the trip and to join his small army.
The first land Cortes and his crew of 508 men spotted was the coast of Yucatan, at one time the central nervous system of the Mayan empire. Cortes had ordered his scouts to the coast a month ahead of time to travel to the borders of the Aztec Empire to see what sort of trouble they might face when they approached to pillage the Aztec gold. They set up camp on the beach and prepared for the perilous journey ahead into the heart of the Aztec's and waited for the scouts to return to the coast with their report.
As Cortes' men waited for the scouts and prepared horses, guns and provisions for the nearly 200 mile inland journey, some curious local tribesmen had visited the encampment. The subject of Montezuma, gold and armies were the main topic of discussion. The locals told them of Montezuma's city of gold, the homes were decorated with and the streets were paved with gold. They were amazed with the white, bearded man's peculiar interest in gold. They also told them of Montezuma's fearless army, some 10,000-20,000 men strong by the locals count.
Within a few days the scouts returned, and they met with Cortes in the conquistadors large tent. Some of the Cortes' men, eager to learn what they were facing, hid behind the tent and listened carefully to the discussion. The scouting report was worse than any had imagined, Montezuma's army numbered well over 100,000 men, armed with spears, bows and arrows. Although the expedition was well armed with guns and a large cannon, victory with 500 men vs. 100,000 well trained warriors, seemed an impossible feat. Cortes took all of this in, swore his scouts to secrecy, and retired to his tent for the evening.
Cortes, meanwhile, weighed his options. He faced imprisonment or death for defying the governor, Velasquez, if he returned to Cuba. Cortes knew the want of gold and riches was not a big enough motivator for his men to face such a daunting task. They were Soldiers of Fortune, not the soldiers one needed in such a battle. All the gold in the world is worth nothing to a dead man. The best soldiers are the soldiers who are fighting for God, Country and for the safety of their homes and family.
Cortes decided to take a walk on the outskirts of the encampment and try and get a feel on his men and their morale. The men who had been eavesdropping on the scouts and Cortes, had of course spread the word quickly about the 100,000 plus warriors. Panic ensued within the men and everyone felt Cortes had surely lost his mind if he wanted to proceed, and there was no amount of gold worth marching into a certain slaughter. They knew his situation at home in Cuba, but they were merely following Cortes' orders when they set sail from Cuba, and felt any of the consequences of joining Cortes would be dismissed. The majority of them came to the conclusion, that life was good enough in Cuba, and it was time to return to their families and plantations.
Cortes knew his only option was to move forward with the expedition, he knew Velasquez's anger at his disobedience would be cooled off by returning with ship loads of gold, of which the Cuban Governor would get his fair share, of course.
Hernando Cortes had heard all of this mutinous planning discussed at length by his men well into the late evening. They had finally decided to seize all the ships at first light and sail back to Cuba, with or without Cortes. Cortes, in a bold stroke of genius, sent his personal entourage of 50 loyal soldiers to the ships in the darkness.
He ordered his men to set all 11 ships on fire and send them out to sea.
They followed Cortes' orders, set the ships on fire, pushed them out to sea, and watched them burn and eventually sink, in a glorious sight in the darkness.
The next morning, Cortes and his army of 508 men marched toward Montezuma.
How does this relate to the trucking industry's seemingly never ending battle with recruiting and retention? Join us here on Monday, September 24th to explore more on this fascinating subject.
Negotiating with Freight Brokers. Gain much needed additional revenue by learning superior negotiating skills - Order Today!
Continued from Part I - Senor Cortes on Recruiting and Retention
Cortes may not have been the most qualified to lead the expedition. Though he was experienced and renowned for his courage, another reason for his appointment was his promise to help finance the expedition. Cortes emptied his personal wealth and poured it into the trip. He mortgaged his lands. He called on friends to both help prepare for the trip and to join his small army.
The first land Cortes and his crew of 508 men spotted was the coast of Yucatan, at one time the central nervous system of the Mayan empire. Cortes had ordered his scouts to the coast a month ahead of time to travel to the borders of the Aztec Empire to see what sort of trouble they might face when they approached to pillage the Aztec gold. They set up camp on the beach and prepared for the perilous journey ahead into the heart of the Aztec's and waited for the scouts to return to the coast with their report.
As Cortes' men waited for the scouts and prepared horses, guns and provisions for the nearly 200 mile inland journey, some curious local tribesmen had visited the encampment. The subject of Montezuma, gold and armies were the main topic of discussion. The locals told them of Montezuma's city of gold, the homes were decorated with and the streets were paved with gold. They were amazed with the white, bearded man's peculiar interest in gold. They also told them of Montezuma's fearless army, some 10,000-20,000 men strong by the locals count.
Within a few days the scouts returned, and they met with Cortes in the conquistadors large tent. Some of the Cortes' men, eager to learn what they were facing, hid behind the tent and listened carefully to the discussion. The scouting report was worse than any had imagined, Montezuma's army numbered well over 100,000 men, armed with spears, bows and arrows. Although the expedition was well armed with guns and a large cannon, victory with 500 men vs. 100,000 well trained warriors, seemed an impossible feat. Cortes took all of this in, swore his scouts to secrecy, and retired to his tent for the evening.
Cortes, meanwhile, weighed his options. He faced imprisonment or death for defying the governor, Velasquez, if he returned to Cuba. Cortes knew the want of gold and riches was not a big enough motivator for his men to face such a daunting task. They were Soldiers of Fortune, not the soldiers one needed in such a battle. All the gold in the world is worth nothing to a dead man. The best soldiers are the soldiers who are fighting for God, Country and for the safety of their homes and family.
Cortes decided to take a walk on the outskirts of the encampment and try and get a feel on his men and their morale. The men who had been eavesdropping on the scouts and Cortes, had of course spread the word quickly about the 100,000 plus warriors. Panic ensued within the men and everyone felt Cortes had surely lost his mind if he wanted to proceed, and there was no amount of gold worth marching into a certain slaughter. They knew his situation at home in Cuba, but they were merely following Cortes' orders when they set sail from Cuba, and felt any of the consequences of joining Cortes would be dismissed. The majority of them came to the conclusion, that life was good enough in Cuba, and it was time to return to their families and plantations.
Cortes knew his only option was to move forward with the expedition, he knew Velasquez's anger at his disobedience would be cooled off by returning with ship loads of gold, of which the Cuban Governor would get his fair share, of course.
Hernando Cortes had heard all of this mutinous planning discussed at length by his men well into the late evening. They had finally decided to seize all the ships at first light and sail back to Cuba, with or without Cortes. Cortes, in a bold stroke of genius, sent his personal entourage of 50 loyal soldiers to the ships in the darkness.
He ordered his men to set all 11 ships on fire and send them out to sea.
They followed Cortes' orders, set the ships on fire, pushed them out to sea, and watched them burn and eventually sink, in a glorious sight in the darkness.
The next morning, Cortes and his army of 508 men marched toward Montezuma.
How does this relate to the trucking industry's seemingly never ending battle with recruiting and retention? Join us here on Monday, September 24th to explore more on this fascinating subject.
Negotiating with Freight Brokers. Gain much needed additional revenue by learning superior negotiating skills - Order Today!
18 Wheels of Justice Series available at: 18 Wheels of Justice
EMAIL - Negotiator@18wheelsofjustice.com
Saturday, September 15, 2012
Cortez on Recruiting and Retention
I imagine if he were alive today, Hernando Cortes would be a popular senator, a good spokesman and consumer for Captain Morgan, or perhaps, if he had the courage, he would be a successful Driver/Owner operator recruiter. A recruiters job today is as daunting and challenging as any, and they must possess a unique set of abilities to lead, inspire and manage people. Please join me as we go back a few centuries into an abridged version of the adventures of Senor Cortes in "New World" Mexico.
Cortes or Cortez, both acceptable versions of his name, found himself in Cuba circa 1517, after playing a role under Velasquez in the acquisition of Cuba for Spain.
Cortes was a great leader of men. He had an uncanny ability to recruit and inspire. He found himself in Cuba, helping to set up the new government and closely guarding and organizing this exciting new asset for Spain. Rumors had been spreading for decades in Cuba about the bountiful gold and treasures available to anyone who dared to venture into Mexico.
Cortes, with a burning desire to make a name for himself, not to mention a blood lust for gold, starting putting together his own expedition into the golden hills of nearby Mexico. He set out to put together a army of 500 men, and as any good recruiter will tell you, you start by defining and getting an understanding of your quarry.
Cortes focused on the sons of wealthy sugar plantation owners. They were plentiful in 15th Century Cuba and they had plenty of time on their hands. He inspired them with tales of riches, gold and beautiful women from coast to golden coast. These young men were easily regaled and intrigued with his tales and signed on easily. Most were eager to make a name and a fortune for themselves, as most young men are... Word spread quickly among these men, and soon Cortes had more than the 500 he needed and prepared for the expedition to conquer modern day Mexico... Learn the drastic retention steps he implemented. Post continued Wednesday this week, don't forget to sign up for a free email subscription.
Negotiating with Freight Brokers. Gain much needed additional revenue by learning superior negotiating skills - Order Today!
Cortes or Cortez, both acceptable versions of his name, found himself in Cuba circa 1517, after playing a role under Velasquez in the acquisition of Cuba for Spain.
Cortes was a great leader of men. He had an uncanny ability to recruit and inspire. He found himself in Cuba, helping to set up the new government and closely guarding and organizing this exciting new asset for Spain. Rumors had been spreading for decades in Cuba about the bountiful gold and treasures available to anyone who dared to venture into Mexico.
Cortes, with a burning desire to make a name for himself, not to mention a blood lust for gold, starting putting together his own expedition into the golden hills of nearby Mexico. He set out to put together a army of 500 men, and as any good recruiter will tell you, you start by defining and getting an understanding of your quarry.
Cortes focused on the sons of wealthy sugar plantation owners. They were plentiful in 15th Century Cuba and they had plenty of time on their hands. He inspired them with tales of riches, gold and beautiful women from coast to golden coast. These young men were easily regaled and intrigued with his tales and signed on easily. Most were eager to make a name and a fortune for themselves, as most young men are... Word spread quickly among these men, and soon Cortes had more than the 500 he needed and prepared for the expedition to conquer modern day Mexico... Learn the drastic retention steps he implemented. Post continued Wednesday this week, don't forget to sign up for a free email subscription.
Negotiating with Freight Brokers. Gain much needed additional revenue by learning superior negotiating skills - Order Today!
18 Wheels of Justice Series available at: http://www.18wheelsofjustice.com/
EMAIL - Negotiator@18wheelsofjustice.com
Tuesday, August 28, 2012
If You're Gonna be Dumb, You Gotta be Tough
Return to 18 Wheels of Justice Home
To help satisfy the ever increasing curiosity of my readers and growing fan base(yes fan base, I receive lots of emails from readers wanting to know more about me, so I consider these emails fan mail). I often get asked questions encouraging me to share about myself. To save time, instead of answering each email individually, I have broken them down into the three most popular questions I receive from fans and will post them here.
1. Who do you think you are?
2. I've been doing this for 20 years, if this worked, I would have heard it about it by now. What rock did you crawl out from under?
3. How are you even qualified to make such a statement?
Now, before I continue, I would like to tell everyone the title of my new book. I would also like to preface this by saying that my new book outlines my new program to reduce driver turnover(increase retention-this explanation provided for my fans) in the over the road trucking industry. As we all know, driver turnover has reached an alarming and critical level in our industry. The title of my book is "90 Days to 75% Retention".
I do occasional consulting projects for trucking companies for a variety of reasons related to trucking and transportation. In meetings to discuss my consulting services, I'm often asked about the title of my new book. More often than not, it is met with laughter. And not polite laughter, but real, hearty laughter. When people glance at me after the laughter erupts, and realize I'm not laughing(I never laugh about retention), the polite ones usually stop, and present sympathetic looks akin to glances the dumb kid in class gets when he gives the wrong answer in a classroom. ("He just doesn't understand, this is an unsolvable problem. We must live in and accept our problem, we must tell him to accept the status quo, and be energized by our problem, not to keep seeking a solution.")
Has turnover become so accepted in our industry, that a 25% turnover rate is thought to be so unattainable that it prompts laughter? It's that outrageous? The ones who laugh the loudest are usually the ones who haven't done much self-examination recently and have the highest turnover, and have trouble grasping the concept that 25% turnover is achievable. It takes me back to the days of my youth, when my one of my brothers(for the sake of family harmony, I won't identify which brother) and I were given a BB gun from my grandfather. We charged outside, BB gun in hand, and held a heated debate about who was going to shoot it first. It was finally concluded that I would be the first to shoot it and my brother in all his wisdom, would hold an empty aluminum soda can in his out stretched arm as the target. So it was decided. I walked off 10 paces in the backyard and turned around to see my brother holding the can in his hand, I aimed and shot quickly. I missed the can completely and the BB struck my brother in the chest. He looked down at his chest, looked back up at me and proclaimed in a taunting voice, "You missed, moron!"... My grandfather, heard the commotion, came outside took the BB gun back as we explained what happened. He turned to my brother and said, "Well, If your gonna dumb, son, then you gotta be tough".
The retention problem is large and It's not going away.
Our retention issue is a cancer that has been growing since the early 1990's. Twenty years of a growing tumor on our industry, never in remission, but only a few short periods of slowed growth with a slowing economy, followed by rapid growth in turnover fueled by an expanding economy.
All of this is yesterday's news, as they say and I don't expect anyone to be surprised at any of these comments.
Have trucking companies just given up and accepted their turnover rate as the status quo?
I don't believe so. Trucking Executives are some of the best executives in our country, never to be ones to give up, quit, or not to find a better way.
This retention issue is one that has never been faced before in history. There has been no training available, not a clear successful plan to follow. It is massive and growing. Whenever there is no history of success to follow, innovation must prevail!
Innovation and new approaches are always laughed at, criticized and scorned at the beginning. But, it must be said to the detractors, that in the history of the world, there has never been a statue in a town square built in honor of a critic!
There is not an industry in the history of the United States, dare I say the world, that has experienced this! I defy anyone, a college professor, a Harvard MBA, anyone to find an industry who has experienced such a shortage of employees during a poor economy that keeps getting worse.
Trucking companies are willing to pay just about anything to get a driver in a seat. Find any industry in the United States! Any industry in the world! Not just this century, any century! Why? because the trucking industry is unique and so is our problem.
1. Trucks have wheels - carriers aren't defined and limited by a physical location, and neither are drivers. This creates a large pool of potential drivers and a large pool of potential employers, ready to transact at a moments notice. This is why broad economic theory is effective in this situation.
2. The CDL is unique in the amount of time it takes to be licensed and the amount of experience needed before a solo driver is deemed safe.
We must employ not one concept, not two concepts, not one economic theory or practice, but many applied together in a unique manner aimed at the trucking Industry. We must call on the genius of Henry Ford and Keynes! We must apply a personal approach unique to an employee who is always working but never at a physical workplace! We go home and he is still in his truck, driving, sleeping, loading, unloading. When he does arrive at the terminal, it's usually off hours and we are at home. If we are there, he is in a hurry to go home to his family anyway, and doesn't want to enjoy a hot dog with us at the driver appreciation BBQ.
To help satisfy the ever increasing curiosity of my readers and growing fan base(yes fan base, I receive lots of emails from readers wanting to know more about me, so I consider these emails fan mail). I often get asked questions encouraging me to share about myself. To save time, instead of answering each email individually, I have broken them down into the three most popular questions I receive from fans and will post them here.
1. Who do you think you are?
2. I've been doing this for 20 years, if this worked, I would have heard it about it by now. What rock did you crawl out from under?
3. How are you even qualified to make such a statement?
Now, before I continue, I would like to tell everyone the title of my new book. I would also like to preface this by saying that my new book outlines my new program to reduce driver turnover(increase retention-this explanation provided for my fans) in the over the road trucking industry. As we all know, driver turnover has reached an alarming and critical level in our industry. The title of my book is "90 Days to 75% Retention".
I do occasional consulting projects for trucking companies for a variety of reasons related to trucking and transportation. In meetings to discuss my consulting services, I'm often asked about the title of my new book. More often than not, it is met with laughter. And not polite laughter, but real, hearty laughter. When people glance at me after the laughter erupts, and realize I'm not laughing(I never laugh about retention), the polite ones usually stop, and present sympathetic looks akin to glances the dumb kid in class gets when he gives the wrong answer in a classroom. ("He just doesn't understand, this is an unsolvable problem. We must live in and accept our problem, we must tell him to accept the status quo, and be energized by our problem, not to keep seeking a solution.")
Has turnover become so accepted in our industry, that a 25% turnover rate is thought to be so unattainable that it prompts laughter? It's that outrageous? The ones who laugh the loudest are usually the ones who haven't done much self-examination recently and have the highest turnover, and have trouble grasping the concept that 25% turnover is achievable. It takes me back to the days of my youth, when my one of my brothers(for the sake of family harmony, I won't identify which brother) and I were given a BB gun from my grandfather. We charged outside, BB gun in hand, and held a heated debate about who was going to shoot it first. It was finally concluded that I would be the first to shoot it and my brother in all his wisdom, would hold an empty aluminum soda can in his out stretched arm as the target. So it was decided. I walked off 10 paces in the backyard and turned around to see my brother holding the can in his hand, I aimed and shot quickly. I missed the can completely and the BB struck my brother in the chest. He looked down at his chest, looked back up at me and proclaimed in a taunting voice, "You missed, moron!"... My grandfather, heard the commotion, came outside took the BB gun back as we explained what happened. He turned to my brother and said, "Well, If your gonna dumb, son, then you gotta be tough".
The retention problem is large and It's not going away.
Our retention issue is a cancer that has been growing since the early 1990's. Twenty years of a growing tumor on our industry, never in remission, but only a few short periods of slowed growth with a slowing economy, followed by rapid growth in turnover fueled by an expanding economy.
All of this is yesterday's news, as they say and I don't expect anyone to be surprised at any of these comments.
Have trucking companies just given up and accepted their turnover rate as the status quo?
I don't believe so. Trucking Executives are some of the best executives in our country, never to be ones to give up, quit, or not to find a better way.
This retention issue is one that has never been faced before in history. There has been no training available, not a clear successful plan to follow. It is massive and growing. Whenever there is no history of success to follow, innovation must prevail!
Innovation and new approaches are always laughed at, criticized and scorned at the beginning. But, it must be said to the detractors, that in the history of the world, there has never been a statue in a town square built in honor of a critic!
There is not an industry in the history of the United States, dare I say the world, that has experienced this! I defy anyone, a college professor, a Harvard MBA, anyone to find an industry who has experienced such a shortage of employees during a poor economy that keeps getting worse.
Trucking companies are willing to pay just about anything to get a driver in a seat. Find any industry in the United States! Any industry in the world! Not just this century, any century! Why? because the trucking industry is unique and so is our problem.
1. Trucks have wheels - carriers aren't defined and limited by a physical location, and neither are drivers. This creates a large pool of potential drivers and a large pool of potential employers, ready to transact at a moments notice. This is why broad economic theory is effective in this situation.
2. The CDL is unique in the amount of time it takes to be licensed and the amount of experience needed before a solo driver is deemed safe.
We must employ not one concept, not two concepts, not one economic theory or practice, but many applied together in a unique manner aimed at the trucking Industry. We must call on the genius of Henry Ford and Keynes! We must apply a personal approach unique to an employee who is always working but never at a physical workplace! We go home and he is still in his truck, driving, sleeping, loading, unloading. When he does arrive at the terminal, it's usually off hours and we are at home. If we are there, he is in a hurry to go home to his family anyway, and doesn't want to enjoy a hot dog with us at the driver appreciation BBQ.
So what exactly am I suggesting here? That you read and study the economic policy of Keynes? That you study Henry Ford's trial and error approach to retention? That you spend the next twenty years trying different things to keep drivers from leaving your company until you figure out the best path to successful retention for your company? I have done all of this already for you in a simple, fast moving process that will walk with you to successful retention in 90 Days.
Please join our Discussion Groups on LinkedIN. Both "Negotiating with Freight Brokers" and "90 Days to 75% Retention".
18 Wheels of Justice Series available at: http://www.18wheelsofjustice.com/
EMAIL - Negotiator@18wheelsofjustice.com
Friday, August 24, 2012
Company Driver Top Ten Check List
Company Drivers. Are you happy with the company you are driving for? How and why did you pick the one you're at? Was it an ad? A reference? Did you just need the job and go with the first place you could find?
Here at 18 Wheels of Justice office, we hear a lot of complaints about lack of pay in the OTR trucking industry. Why do trucking companies spend so much on advertising and recruiting? It seems to me that if they spent more money paying drivers, instead of advertising, they would have all the drivers they needed. Not neccessarily true...
Think back through your driving career. Where were you employed at the longest? Do you tend to work for a company for less than a year and leave for something that seems better? Pays better? Were you promised something that never happened? This happens way too often.
The recruiter promises you the world on a silver platter. You can't wait to get started and then guess what? The first week on the job you realize that this was a big mistake. So, you contact the recruiter to ask, "why am I sitting so much? Why can't dispatch seem to get me home?" He says he will look into and address with dispatch, but nothing changes. You stay a month, maybe three, hoping it will work out, and it never does...
Are all recruiter's dishonest? Of course not! Are all trucking companies dishonest? No! There is often a disconnect between recruiters and operations. Read on and I will show you how to find out before you start...
This is part 1 of 3 of the "18 Wheels of Justice Top Ten Driver Checklist". This list will cover how to negotiate the best pay, find the best company and what to look for in a company. I will keep it simple and to the point. It's in three parts, because blogs are supposed to be short, according to my editor. Anyway, back to the point...
Print, email or just find a pen and notepad and keep this list, so you will have it with you. Forward to your wife or significant other, so they can help you. This is a major life decision, it is important to get a second opinion. You will be thanking me a year from now, when you are no longer chasing rainbows and will have found a happy home and a serious career. If you're not serious about your career and making money, and most importantly, being happy where you work, stop reading here. This article is not meant for you. You spend the majority of your adult life working, why not enjoy it?
Now, without further ado,(drum roll, please!)the Top Ten List!
10. Make a list of no more than 5 potential Trucking companies you want to work for. Big, Small it doesn't matter, there are many different benefits with both. This seems like a lot of work? Yes it is, but do once every 10 years, instead of once every 3-6 months and enjoy your success. Approach driving like a career, and you will find your way.
9. Ask them for a random list of Ten drivers phone numbers, that currently work there. This is your first step, do not skip this one. The Drivers who work there and like it, are more than happy to tell you about the company. Driver's who work there and don't like it, are even happier to talk to you about the company. If the recruiter tell you he/she doesn't have a random list, but a list they give out to new drivers, that's fine, they are honest. Ask him for five from that list and ask him if he can pull up five more at random. Take an hour, call all ten, if you only reach 5 right away, that's fine, leave a voicemail, the others will call you back before you make your decision. Keep track of who you have talked to. If the recruiter balks or refuses to give you a list of ten drivers, while you are on the phone with him/her the first time(this is important), run, don't walk, but run away from this company. If they can't produce on the spot, don't work there, you will regret it later.
8. Pay! - Don't ask, Don't ask, Don't ask. Should I say it again? Don't ask yet! This is for later in this new realtionship, Ladies and Gentlemen. If they mention pay, don't acknowledge it, just mention you are on "the market" and are looking for a home.
This is part 2 of 3 of the "18 Wheels of Justice Top Ten Driver Checklist".
The entire Top Ten list will cover how to negotiate the best pay, find the best company and what to look for in a company. I will keep it simple and to the point. It's in three parts, because blogs are supposed to be short, according to my editor. Anyway, back to the point...
Print, email or just find a pen and notepad and keep this list, so you will have it with you. Forward to your wife or significant other, so they can help you. This is a major life decision, it is important to get a second opinion. You will be thanking me a year from now, when you are no longer chasing rainbows and will have found a happy home and a serious career. If you're not serious about your career and making money, and most importantly, being happy where you work, stop reading here. This article is not meant for you. You spend the majority of your adult life working, why not enjoy it?
Presenting The Top Ten List Continued...
7. Talk to your prospective dispatcher before you fill out an application! This is a very important step! This will be your entire means of communication with the company. This is the person you will be dealing with for a long time and when you have a suggestion or a problem. Not getting miles? Not getting revenue? Not getting home? Do you want to have to go there, have a meeting with the operations manager, recruter etc. when these things aren't happening? I wouldn't. I would want to talk to my dispatcher and address all your concerns with him. See if they has any authority or control over you earning or not earning a living! Make sure the company let's you speak with your prospective dispatcher first! If they say they don't assign a dispatcher until you start, politely tell them, this is a requirement of yours. If they refuse or don't guarantee who your dispatcher will be, thank them for their time and move on to the next company. This will build a personal relationship with your dispatcher, they will have more respect for you and will remember your conversation. Trust me, you will be on the top of their list to make sure these things happen.
6. Talk to the Operations Manager or Your Dispatchers Supervisor. Even more important. Make sure you do this, and that this person is readily available. If you don't hear back from him/her for a few days, then expect that to be an acceptable standard for this particular trucking company. This is not an acceptable standard for you, however, and move down the list. What happens if your pay is not correct and it's a Friday afternoon, you have bills to pay? Who can you talk to and get a response? It is important to be able to have someone else within the company that you can address your concerns with.
This is part 3 of 3 of the "18 Wheels of Justice Top Ten Driver Checklist".
The Top Ten list covers how to find the best company and what to look for in a company. I will keep it simple and to the point. It's in three parts, because blogs are supposed to be short, according to my editor. Anyway, back to the list... Print, email or just find a pen and notepad and keep this list, so you will have it with you. Forward to your wife or significant other, so they can help you. This is a major life decision, it is important to get a second opinion. You will be thanking me a year from now, when you are no longer chasing rainbows and will have found a happy home and a serious career. If you're not serious about your career and making money, and most importantly, being happy where you work, stop reading here. This article is not meant for you. You spend the majority of your adult life working, why not enjoy it?
Presenting The Final Five of the Top Ten List Continued(see previous blogs for parts 10-5)
5. Equipment - Take your time and look around the Terminal. What does the equipment look like? Are trailers well maintained & washed? Tractors - late model or well maintained? Owner Operator's trucks. Are they newer/older in good shape? Make sure you see and inspect the actual truck you are going in.
4. Spend time at the potential employers office in or near operations department and get a feel. Is it organized? Is it chaos? Take a few hours and listen to what is going on, meet some of the drivers, are most of them happy? Is operations begging them to stay? Apologizing for lack of miles?
3. Your work history - your resume, your references, it tells your story. Have one! This is very important, there are many easy templates on word,etc to type out a simple resume. It should have work history, years experience and references. Awards you have received, community involvement. It is your story, things you are proud of and show you to be a good citizen. It may sound unnecessary, but, again, it tells your story. References don't have to be prior employers, but people who will vouch for your character, etc. If your not good at that type of thing, ask your wife or a family member to prepare it for you.
2. Is more money per mile worth it? Changing a job for another $.05, even $.10 a mile is not always worth it. What kind of miles will you get? Will you be home when you need to be? Most importantly, will you like the company?
1. Cost of quitting and finding another Job. Assuming the next driving job you get will produce roughly the same amount of miles, you will lose two to three weeks of pay, between:
-finding a job
-actually starting your new job
-waiting for your first paycheck(sometimes two weeks)
-trying to get paid from your last company, and all the deductions they will take out(they always do)
If you find a job paying you an extra $.05 per mile, it will take you 6 months to make up for what you lost just switching companies, again assuming(big assumtion) your getting the same miles.
Take your time! It is a major life decision, your happiness and future depends on making the right choice.
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Please join our Discussion Groups on LinkedIN. Both "Negotiating with Freight Brokers" and "90 Days to 75% Retention".
18 Wheels of Justice Series available at: http://www.18wheelsofjustice.com/
EMAIL - Negotiator@18wheelsofjustice.com
Friday, August 17, 2012
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