March 5, 2025 • 17 mins
Join us for a deep dive into the complexities surrounding the narrative of a driver shortage in the trucking industry. This episode tackles the common perception propagated by many organizations while contrasting it with actual statistics that tell a different story. With over 400,000 new CDLs issued every year, the real issue isn't the absence of drivers—it’s the staggering turnover rates that plague the sector.
We explore the myriad reasons why drivers leave the profession, from long hours and unpredictable schedules to stagnant wages that have not seen meaningful increases in decades. This conversation emphasizes the critical need for trucking companies to focus on driver retention rather than merely influx recruitment strategies.
Additionally, we delve into strategies companies can implement to improve working conditions and satisfaction rates among their drivers. Predictable schedules, better compensation, and a supportive culture are essential to keeping talented drivers on the roads. Join the conversation and discover what’s really driving the challenges in the trucking industry today. Don’t forget to subscribe, rate, and share your thoughts!
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:02):
Good morning, welcome to Trucking with Tammy.
I'm your host, tammy.
Today we are going to go live.
I have not went live in a while, but I want to talk about the
driver shortage cry that you arehearing all across our industry
(00:24):
.
I mean, everybody who sitsbehind a desk is screaming
driver shortage.
But, as a driver and my fellowdrivers will tell you from our
perspective, what we see outhere in the trucks and out on
the roads is there is far from adriver shortage.
So this week I actually didsome research and wrote an
(00:48):
article on LinkedIn and I postedthat back on March 3rd.
So I want to go over what Iwrote in LinkedIn.
So bear with me and I'll answerquestions.
I got some people popping insending me messages as I go, but
(01:09):
I just want to start by sayingthat for years, the trucking
industry has been screamingabout this supposed truck driver
shortage.
Right so they're claiming thatthere are tens of thousands of
unfilled positions.
That's threatening the supplychain and economic stability.
Right so they're screamingcrisis, crisis.
(01:31):
Companies are recruiting newdrivers, they're throwing out
these huge sign-on bonuses, butwhat's really happening?
Is there a truck drivershortage?
I mean, if you're a truckdriver out here, you're going to
say no, because, as anexperienced truck driver, uh, we
(01:53):
are not seeing that.
Uh, and in my perspective, it'snot really the shortage of
truck drivers, it's the problemsit's maintaining or retaining
the drivers that you have.
So our industry has a humongoushigh turnover rate.
Right, it's like 90%.
(02:14):
Uh, if you watch my TikToksyou'll know that uh, last year
you before I did a video, uh, onWalmart's turnover rate.
Uh, as a private fleet driver,and I believe when I did the
video, the studies at that time,it was like 7%.
Um, when the industry averageis in the 80 to 90% range.
(02:34):
So you know it, that's crazy.
Uh, most of you are aware of theAmerican Trucking Association.
We call it the ATA, and if yousee me looking, it's because
it's snowing and we got a bit ofa blizzard going on here and I
keep glancing out my officewindow.
So the American TruckingAssociation has been screaming
(02:55):
about this driver shortage for awhile.
So they say that there's adeficit between about 60 to
80,000 drivers and they'resuggesting that that number is
going to climb up to like160,000 in the next few years.
And that seems really alarming,right.
But if you look at otherstatistics, like the US Bureau
(03:17):
of Labor Statistics, they'lltell you that what they see is
completely different.
So they are saying that thereis roughly 1.9 million heavy and
tractor trailer truck driversemployed in the United States
right now.
Right, and have you seen howmany CDLs are being passed out?
(03:39):
I mean, literally over 400,000new CDLs are issued every year.
400,000.
How in the world can we have acrisis and driver shortage if we
are issuing 400,000 new CDLsannually?
(04:01):
Okay, so why are theystruggling to fill the seats?
Well, it's not because theycan't find newbies.
I mean, they.
They got newbies coming intothe industry, paying these
outrageous school fees and, um,jumping in with these mega
carriers in the CDL mills likecrazy, right, so they're
bringing them in, but they'renot keeping them.
(04:23):
They're not, so they'retreating the drivers like crap.
I mean, come on, the jobsatisfaction is horrible.
It's very low.
Truck driving is a demandingjob, right, so it's requiring
drivers to spend weeks away fromhome.
Some of these carriers expectmonths.
(04:44):
They expect you to stay intheir trucks for months on end.
Irregular schedules you know, weall like that nine to five
schedule, right, you don't getthat in trucking, 14 hour days,
but you have a lot of thesedispatchers that you'll be on a
normal daily schedule andthey'll throw you some overnight
stuff and you're expected justto change your schedule within
(05:04):
hours.
Tight delivery deadlines I meanI see more deadlines that are
pushed out and you're sitting.
You know, I just read a posttoday, um, about a guy who was
given a load he had.
If he would have drove straightthrough he would have had to
sit for 60 hours, six zero,that's two and a half days.
(05:28):
He decided to take his time.
You know, do a little bitlollygag on the way, instead of
sitting in one parking lot for60 hours, his dispatcher threw a
fit.
I mean, I get it.
Who wants to rush to sit for 60hours?
But that's the truckingindustry, right, hurry up and
rush.
So many drivers are feelingpretty dang undervalued and
(05:51):
they're burning out.
So they're treating you morelike cogs and machine than the
skilled professionals that weare.
On top of, low job satisfaction, low wages.
So there, for a few yearsduring COVID, everybody knows
pay went up right.
(06:12):
In the last year or so it hasdefinitely went down with the
reduced rates that carriers aregetting and those rates suck.
So right now the average pay fora truck driver is between
$50,000 to $70,000 a year forlong haul drivers.
$70,000 a year for long hauldrivers, I mean literally this
(06:40):
is a wage that has been steadyfor years.
So everybody's talking aboutthe economy, how everything's
getting more expensive, but it'snot reflected in the money that
we make.
And if you're lucky you mightfind a carrier out there that's
making six figures Walmart, forexample, heavy Hall, for example
.
If you want to be a trainer,you know there's some jobs out
(07:01):
there that pay that.
But for the average truckdriver out there we're talking
$50,000, 50 to 70.
And that does not compensate forthe lifestyle that we have to
live out here Now adjusted forinflation, and it has remained
so stagnant for decades.
We're not just talking a coupleof years, right, decades.
(07:24):
I mean you can look back yearsto see that people were making
the same thing decades ago thatwe're making today.
So really, does the pay reflectthe skill, the risk, the time
commitment that we have to give?
Ooh, absolutely not.
Add on poor working conditions,inadequate parking, and now we
(07:49):
have all these pay to parkbusiness plans popping up right
Like truck parking club.
Great things to have, but mostof the companies aren't
reimbursing or paying for theseparking places the driver has to
.
So now we got another big cutcoming out just for safe parking
from an already low income restfacilities, elds.
(08:13):
I mean that's just a wholenother discussion there and the
pressure with that, where we'remicromanaged and monitored every
single minute.
Then you throw in the camerasthat are watching every move you
have.
A lot of companies have a lackof benefits, you know, crappy
health insurance coverages, lackof time off.
(08:37):
Like I said, some companies areexpecting you to stay out
months at a time instead of justweeks at a time, right, so you
know we got low wages and leanbenefits and it is a vicious
cycle.
Companies hire inexperienceddrivers at these low rates and
then, when they get theexperience and they want better
(08:58):
compensation, bye-bye and theymove on to the next one.
There is zero loyalty fordrivers and zero retention.
I mean it is just not there.
So if the issue truly was adriver shortage, right, we'd
expect to see a dwindling supplyof qualified drivers that's
unable to meet the demand offreight, but it's actually the
(09:22):
opposite.
Instead, the industry istraining and licensing drivers
at a steady pace.
I mean 400,000 new CDLs, andthat's a lot higher than what
they need to replace retirees orfill new positions.
Freight is down, so it's notlike we have a lack of people
(09:44):
able to haul freight, so, no,it's a retention problem.
The distinction matters becauseif we shift our focus from
simply hiring more drivers toaddressing why they leave and we
actually throw money, um, wherewe're throwing money at
(10:05):
recruitment through bonuses orflashy ad campaigns and it's not
solving the issues, why don'twe start throwing that money at
keeping our drivers?
And so you know?
I hear all the time oh, youdon't know how much it costs to
recruit a driver.
Yes, yes, I do, it costs a lot.
So if we're going to spend allthat money to get a driver in,
(10:25):
why don't we spend that money tokeep them right?
So why don't we put the moneyinto the insurance?
Why don't we put the money intotrucks that actually have the
amenities that they need?
Do you know how hard it is on atruck driver to be in a truck
that you can't idle in thesummer, or that doesn't have an
APU, or you expect them to livemonth at a time without
refrigerators or inverters?
(10:47):
To run the basic necessities oflife, you need to invest in
your drivers, invest in yourequipment to keep those drivers,
you know.
So what do we need to do tobreak the cycle?
You know, mad Max always tellsme and you'll see this on my
videos what's the solution.
Don't just tell me what theproblem is.
(11:08):
What's your solution?
Well, I'm going to give yousome Ready.
Are you listening?
Carriers, here we go.
Improve a driver's quality oflife.
Okay, give them morepredictable schedules.
Guarantee their home time.
No more of this dispatcher crapwhere they get you close or and
(11:30):
then and then right before hometime, they they take you far
away or you have somethingimportant and they can't get you
home in time, but they go homeevery day, but your home time
doesn't matter to them.
Get rid of that.
Make sure home time is anecessity so that your drivers
do not get burnout.
Reduce burnout.
(11:52):
Give them better access to restfacilities.
Okay, you know this.
Team driving training I mean,yeah, you got to have team
driving for some, but you know,allowing drivers to sleep in
their beds more often, uh, withthat, home time is important.
Giving them a couple of daysaway from the truck is important
(12:13):
for their mental health and forstability.
Raise the bar on compensation.
There's not just the base pay,right.
There's not just a cents permile.
Wealth insurance matters,retirement plans matter, paid
leave, short-term disability,long-term Turn this driver into
(12:37):
a long-term career employee, allright, not just a temporary
person.
That's dispensable If youaddress the wage stagnation head
on right, head on Like.
I see you drivers, I see thework you do, I see that you keep
America moving and I value you.
Come on.
(12:57):
If you do that, if you valueyour drivers, they're going to
stay right.
Invest in them.
Training programs.
So most of you don't know andI'm going to use Walmart as a
great example.
So Walmart has a trainingprogram that you can go and you
can if you're an associate.
They have an associate todriver program, right, so they
(13:20):
will will train them to be adriver from the inside right.
You have to be an employee.
They also have for, for driversand of their employees, paid
education.
I have heard that they had adriver to management program.
So drivers don't always want tobe a driver and they need
something else.
So what about taking somebodyyou already have and training
(13:44):
them to fill other positionswhen the time comes right?
So if you have trainingprograms where they can progress
their career, especially theyounger drivers who trucking may
not be the path that they wantto take forever.
Mentorship opportunities, youknow that might also keep
drivers engaged.
(14:05):
It's a great plan.
Shift your culture.
So this is a huge one for me.
For me, it's not just the pay,it's the culture.
So treat your drivers as askilled professional that they
are, rather than dispensable.
If we get into an accident, ifanything happens, we are held to
(14:29):
a standard of professionalism,but we are not treated like
professionals from most of ourdispatchers or fleet managers or
carriers that we worked for.
So listen to what they say,hear what they say and implement
(14:51):
changes to treat those driverslike professionals and human
beings, because sometimes theyaren't even treated like human
beings human beings, becausesometimes they aren't even
treated like human beings.
When somebody tells you hey,you know this shipper receiver
has excessive loading docks,take the time out to listen and
work with your shippers andreceivers to get the wait time
(15:14):
down.
You know it's little thingslike that.
Listen to their feedback.
If somebody tells you this isnot a good environment, listen
to them.
If they tell you this isdangerous, there's potholes
that'll swallow a Buick at theshipper, listen to them.
They're the ones out there.
So the point of all this is thetruck driver shortage has been a
(15:38):
convenient scapegoat for anindustry that's reluctant to
address its own flaws andthere's a lot of them.
High turnover is not a signthat there's not enough drivers.
It's a sign that carriers aretreating their drivers like crap
, and you know that's somethingthat we need to get away from.
So, rather than chasing anendless stream of new hires,
(16:02):
trucking companies should focuson keeping the drivers that they
already have.
I will never believe that thesolution is more bodies behind
the wheel, right, it's creatinga profession that drivers don't
want to leave.
Until then, the so-calleddriver shortage will persist,
not because drivers aren'tavailable.
(16:24):
It's because the industry can'thold on to the good drivers
that they have.
So that's my rant for the day.
I do want to say that ShoalTransport who I am not familiar
with, but I am going to lookinto after this live posted a
comment on my LinkedIn article,and their comment reads, and I
quote this article hits the nailon the head the real issue
(16:48):
isn't a lack of drivers, it'sretention.
High turnover is a truckingindustry.
High turnover in the truckingindustry stems from long hours,
inconsistent home time andstagnant wages, not a true
shortage of qualifiedprofessionals.
At Shoal Transportation, webelieve in treating drivers as
skilled professionals, ensuringthey feel valued and supported.
(17:10):
Better pay, improved workingconditions and respect for their
time are key to keeping greatdrivers on the road.
It's time to shift the focusfrom recruitment to retention.
Thank you, shoal Transport.
I greatly appreciate yourcomment, so that's our topic for
today.
Thank you for all the commentsmy phone is blowing up over here
(17:31):
and for viewing this episode ofTrucking with Tammy.
Y'all have a great day and staysafe out there.
Good morning, welcome to Trucking with Tammy.
I'm your host, tammy.
Today we are going to go live.
I have not went live in a while, but I want to talk about the
driver shortage cry that you arehearing all across our industry
(00:24):
.
I mean, everybody who sitsbehind a desk is screaming
driver shortage.
But, as a driver and my fellowdrivers will tell you from our
perspective, what we see outhere in the trucks and out on
the roads is there is far from adriver shortage.
So this week I actually didsome research and wrote an
(00:48):
article on LinkedIn and I postedthat back on March 3rd.
So I want to go over what Iwrote in LinkedIn.
So bear with me and I'll answerquestions.
I got some people popping insending me messages as I go, but
(01:09):
I just want to start by sayingthat for years, the trucking
industry has been screamingabout this supposed truck driver
shortage.
Right so they're claiming thatthere are tens of thousands of
unfilled positions.
That's threatening the supplychain and economic stability.
Right so they're screamingcrisis, crisis.
(01:31):
Companies are recruiting newdrivers, they're throwing out
these huge sign-on bonuses, butwhat's really happening?
Is there a truck drivershortage?
I mean, if you're a truckdriver out here, you're going to
say no, because, as anexperienced truck driver, uh, we
(01:53):
are not seeing that.
Uh, and in my perspective, it'snot really the shortage of
truck drivers, it's the problemsit's maintaining or retaining
the drivers that you have.
So our industry has a humongoushigh turnover rate.
Right, it's like 90%.
(02:14):
Uh, if you watch my TikToksyou'll know that uh, last year
you before I did a video, uh, onWalmart's turnover rate.
Uh, as a private fleet driver,and I believe when I did the
video, the studies at that time,it was like 7%.
Um, when the industry averageis in the 80 to 90% range.
(02:34):
So you know it, that's crazy.
Uh, most of you are aware of theAmerican Trucking Association.
We call it the ATA, and if yousee me looking, it's because
it's snowing and we got a bit ofa blizzard going on here and I
keep glancing out my officewindow.
So the American TruckingAssociation has been screaming
(02:55):
about this driver shortage for awhile.
So they say that there's adeficit between about 60 to
80,000 drivers and they'resuggesting that that number is
going to climb up to like160,000 in the next few years.
And that seems really alarming,right.
But if you look at otherstatistics, like the US Bureau
(03:17):
of Labor Statistics, they'lltell you that what they see is
completely different.
So they are saying that thereis roughly 1.9 million heavy and
tractor trailer truck driversemployed in the United States
right now.
Right, and have you seen howmany CDLs are being passed out?
(03:39):
I mean, literally over 400,000new CDLs are issued every year.
400,000.
How in the world can we have acrisis and driver shortage if we
are issuing 400,000 new CDLsannually?
(04:01):
Okay, so why are theystruggling to fill the seats?
Well, it's not because theycan't find newbies.
I mean, they.
They got newbies coming intothe industry, paying these
outrageous school fees and, um,jumping in with these mega
carriers in the CDL mills likecrazy, right, so they're
bringing them in, but they'renot keeping them.
(04:23):
They're not, so they'retreating the drivers like crap.
I mean, come on, the jobsatisfaction is horrible.
It's very low.
Truck driving is a demandingjob, right, so it's requiring
drivers to spend weeks away fromhome.
Some of these carriers expectmonths.
(04:44):
They expect you to stay intheir trucks for months on end.
Irregular schedules you know, weall like that nine to five
schedule, right, you don't getthat in trucking, 14 hour days,
but you have a lot of thesedispatchers that you'll be on a
normal daily schedule andthey'll throw you some overnight
stuff and you're expected justto change your schedule within
(05:04):
hours.
Tight delivery deadlines I meanI see more deadlines that are
pushed out and you're sitting.
You know, I just read a posttoday, um, about a guy who was
given a load he had.
If he would have drove straightthrough he would have had to
sit for 60 hours, six zero,that's two and a half days.
(05:28):
He decided to take his time.
You know, do a little bitlollygag on the way, instead of
sitting in one parking lot for60 hours, his dispatcher threw a
fit.
I mean, I get it.
Who wants to rush to sit for 60hours?
But that's the truckingindustry, right, hurry up and
rush.
So many drivers are feelingpretty dang undervalued and
(05:51):
they're burning out.
So they're treating you morelike cogs and machine than the
skilled professionals that weare.
On top of, low job satisfaction, low wages.
So there, for a few yearsduring COVID, everybody knows
pay went up right.
(06:12):
In the last year or so it hasdefinitely went down with the
reduced rates that carriers aregetting and those rates suck.
So right now the average pay fora truck driver is between
$50,000 to $70,000 a year forlong haul drivers.
$70,000 a year for long hauldrivers, I mean literally this
(06:40):
is a wage that has been steadyfor years.
So everybody's talking aboutthe economy, how everything's
getting more expensive, but it'snot reflected in the money that
we make.
And if you're lucky you mightfind a carrier out there that's
making six figures Walmart, forexample, heavy Hall, for example
.
If you want to be a trainer,you know there's some jobs out
(07:01):
there that pay that.
But for the average truckdriver out there we're talking
$50,000, 50 to 70.
And that does not compensate forthe lifestyle that we have to
live out here Now adjusted forinflation, and it has remained
so stagnant for decades.
We're not just talking a coupleof years, right, decades.
(07:24):
I mean you can look back yearsto see that people were making
the same thing decades ago thatwe're making today.
So really, does the pay reflectthe skill, the risk, the time
commitment that we have to give?
Ooh, absolutely not.
Add on poor working conditions,inadequate parking, and now we
(07:49):
have all these pay to parkbusiness plans popping up right
Like truck parking club.
Great things to have, but mostof the companies aren't
reimbursing or paying for theseparking places the driver has to
.
So now we got another big cutcoming out just for safe parking
from an already low income restfacilities, elds.
(08:13):
I mean that's just a wholenother discussion there and the
pressure with that, where we'remicromanaged and monitored every
single minute.
Then you throw in the camerasthat are watching every move you
have.
A lot of companies have a lackof benefits, you know, crappy
health insurance coverages, lackof time off.
(08:37):
Like I said, some companies areexpecting you to stay out
months at a time instead of justweeks at a time, right, so you
know we got low wages and leanbenefits and it is a vicious
cycle.
Companies hire inexperienceddrivers at these low rates and
then, when they get theexperience and they want better
(08:58):
compensation, bye-bye and theymove on to the next one.
There is zero loyalty fordrivers and zero retention.
I mean it is just not there.
So if the issue truly was adriver shortage, right, we'd
expect to see a dwindling supplyof qualified drivers that's
unable to meet the demand offreight, but it's actually the
(09:22):
opposite.
Instead, the industry istraining and licensing drivers
at a steady pace.
I mean 400,000 new CDLs, andthat's a lot higher than what
they need to replace retirees orfill new positions.
Freight is down, so it's notlike we have a lack of people
(09:44):
able to haul freight, so, no,it's a retention problem.
The distinction matters becauseif we shift our focus from
simply hiring more drivers toaddressing why they leave and we
actually throw money, um, wherewe're throwing money at
(10:05):
recruitment through bonuses orflashy ad campaigns and it's not
solving the issues, why don'twe start throwing that money at
keeping our drivers?
And so you know?
I hear all the time oh, youdon't know how much it costs to
recruit a driver.
Yes, yes, I do, it costs a lot.
So if we're going to spend allthat money to get a driver in,
(10:25):
why don't we spend that money tokeep them right?
So why don't we put the moneyinto the insurance?
Why don't we put the money intotrucks that actually have the
amenities that they need?
Do you know how hard it is on atruck driver to be in a truck
that you can't idle in thesummer, or that doesn't have an
APU, or you expect them to livemonth at a time without
refrigerators or inverters?
(10:47):
To run the basic necessities oflife, you need to invest in
your drivers, invest in yourequipment to keep those drivers,
you know.
So what do we need to do tobreak the cycle?
You know, mad Max always tellsme and you'll see this on my
videos what's the solution.
Don't just tell me what theproblem is.
(11:08):
What's your solution?
Well, I'm going to give yousome Ready.
Are you listening?
Carriers, here we go.
Improve a driver's quality oflife.
Okay, give them morepredictable schedules.
Guarantee their home time.
No more of this dispatcher crapwhere they get you close or and
(11:30):
then and then right before hometime, they they take you far
away or you have somethingimportant and they can't get you
home in time, but they go homeevery day, but your home time
doesn't matter to them.
Get rid of that.
Make sure home time is anecessity so that your drivers
do not get burnout.
Reduce burnout.
(11:52):
Give them better access to restfacilities.
Okay, you know this.
Team driving training I mean,yeah, you got to have team
driving for some, but you know,allowing drivers to sleep in
their beds more often, uh, withthat, home time is important.
Giving them a couple of daysaway from the truck is important
(12:13):
for their mental health and forstability.
Raise the bar on compensation.
There's not just the base pay,right.
There's not just a cents permile.
Wealth insurance matters,retirement plans matter, paid
leave, short-term disability,long-term Turn this driver into
(12:37):
a long-term career employee, allright, not just a temporary
person.
That's dispensable If youaddress the wage stagnation head
on right, head on Like.
I see you drivers, I see thework you do, I see that you keep
America moving and I value you.
Come on.
(12:57):
If you do that, if you valueyour drivers, they're going to
stay right.
Invest in them.
Training programs.
So most of you don't know andI'm going to use Walmart as a
great example.
So Walmart has a trainingprogram that you can go and you
can if you're an associate.
They have an associate todriver program, right, so they
(13:20):
will will train them to be adriver from the inside right.
You have to be an employee.
They also have for, for driversand of their employees, paid
education.
I have heard that they had adriver to management program.
So drivers don't always want tobe a driver and they need
something else.
So what about taking somebodyyou already have and training
(13:44):
them to fill other positionswhen the time comes right?
So if you have trainingprograms where they can progress
their career, especially theyounger drivers who trucking may
not be the path that they wantto take forever.
Mentorship opportunities, youknow that might also keep
drivers engaged.
(14:05):
It's a great plan.
Shift your culture.
So this is a huge one for me.
For me, it's not just the pay,it's the culture.
So treat your drivers as askilled professional that they
are, rather than dispensable.
If we get into an accident, ifanything happens, we are held to
(14:29):
a standard of professionalism,but we are not treated like
professionals from most of ourdispatchers or fleet managers or
carriers that we worked for.
So listen to what they say,hear what they say and implement
(14:51):
changes to treat those driverslike professionals and human
beings, because sometimes theyaren't even treated like human
beings human beings, becausesometimes they aren't even
treated like human beings.
When somebody tells you hey,you know this shipper receiver
has excessive loading docks,take the time out to listen and
work with your shippers andreceivers to get the wait time
(15:14):
down.
You know it's little thingslike that.
Listen to their feedback.
If somebody tells you this isnot a good environment, listen
to them.
If they tell you this isdangerous, there's potholes
that'll swallow a Buick at theshipper, listen to them.
They're the ones out there.
So the point of all this is thetruck driver shortage has been a
(15:38):
convenient scapegoat for anindustry that's reluctant to
address its own flaws andthere's a lot of them.
High turnover is not a signthat there's not enough drivers.
It's a sign that carriers aretreating their drivers like crap
, and you know that's somethingthat we need to get away from.
So, rather than chasing anendless stream of new hires,
(16:02):
trucking companies should focuson keeping the drivers that they
already have.
I will never believe that thesolution is more bodies behind
the wheel, right, it's creatinga profession that drivers don't
want to leave.
Until then, the so-calleddriver shortage will persist,
not because drivers aren'tavailable.
(16:24):
It's because the industry can'thold on to the good drivers
that they have.
So that's my rant for the day.
I do want to say that ShoalTransport who I am not familiar
with, but I am going to lookinto after this live posted a
comment on my LinkedIn article,and their comment reads, and I
quote this article hits the nailon the head the real issue
(16:48):
isn't a lack of drivers, it'sretention.
High turnover is a truckingindustry.
High turnover in the truckingindustry stems from long hours,
inconsistent home time andstagnant wages, not a true
shortage of qualifiedprofessionals.
At Shoal Transportation, webelieve in treating drivers as
skilled professionals, ensuringthey feel valued and supported.
(17:10):
Better pay, improved workingconditions and respect for their
time are key to keeping greatdrivers on the road.
It's time to shift the focusfrom recruitment to retention.
Thank you, shoal Transport.
I greatly appreciate yourcomment, so that's our topic for
today.
Thank you for all the commentsmy phone is blowing up over here
(17:31):
and for viewing this episode ofTrucking with Tammy.
Y'all have a great day and staysafe out there.
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