We recently heard from two truckers within our forum that the company's retention and turnover rates had an influence on their decision-making process. It's obvious why they'd be upset about any of it on the surface. According to this logic, one firm must certanly be "good" and one other "poor" if drivers are departing at a high rate while remaining longer at the latter. The answer is no.
Unfortunately, this is a common perception among potential truck drivers, and as a result, some excellent employment possibilities might be overlooked as a result. They don't know how the trucking business works.
People who claim such things as, "Company B has a 90 percent turnover rate while Company A just has a 20% turnover rate" make me shudder. This individual has to be shaken! Since they don't realize it, they're comparing apples and oranges.
High turnover rates are caused by what?
It is easy for large carriers to employ and educate unskilled drivers because they are self-insured. Many different factors might donate to novice truck drivers failing to perform their first year in the industry. Some are dismissed as a result of string of mishaps, others are forced to come back home due to personal or family obligations, and yet others might just feel the responsibilities are an excessive amount of in order for them to bear.
Carriers with larger fleets have a better turnover rate since they will be the people who employ and train nearly all new drivers. So, does it mean they're terrible businesses? No, there isn't.
Many insurance companies need a motorist to possess at least per year of driving experience to be able to get a lesser insurance cost. The individual who made such statement on the forum failed to say that the firm only employs drivers with couple of years of experience due to its high turnover rate. To put it another way, the business exclusively hires experienced drivers who know precisely what things to anticipate on a regular basis and have the expertise to make judgments and manage the task on their own. As a result, they're more prone to prevent a mishap.
Drivers' Accounts of Leaving Their Employers
Even although firm has been doing nothing wrong, we've seen lots of new drivers quit recently. No, they weren't savage slave drivers intent on draining a novice driver's energy. None of the wacky claims you might find on review sites about them holding back the driver's salary were true.
Personal concerns prompted each one of these drivers to resign or quit the completely in each of these situations.
First, there is Don, who laboriously compiled spreadsheets to find out which firm is the most suitable for his needs. In the end, he decided on CFI and planned to remain for your year required to perform his contract. Then, after attending their school and going through their training, he opted to leave for a firm that was nearer to his home after a couple of months due to family sickness. He did the right thing and informed his employer of his intention to leave, and he was totally focused on honoring his contract. CFI, the training, and the dispatchers didn't faze him. He was unable to continue as an OTR driver for long.
As a result of Prime Inc.'s funded CDL training, Britton and Kim became another two participants. Kim has completed her training and now has her own vehicle of her own. After a few weeks, she'd had enough of the hassle of trying to locate parking and figuring out where she would go. She was overjoyed that she'd finally accomplished her lifetime goal to getting a commercial driver's license (CDL) and starting a vocation in trucking. She surely got to see plenty of the nation during her trip. However, even after almost two decades on the work, she still felt more comfortable in her position being an attorney than she did behind the wheel of a tractor trailer.
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