|This Week’s Topic from Fleetmentor|
|Evaluating the exit interview process
Driver churn — a term used to describe regular driver turnover — results in motor carriers needing to constantly replenish their roster with new — and in many cases lesser qualified — drivers. If your company is having trouble keeping drivers around, it might be time to look internally at the issue, and exit interviews can be an effective means of doing just that.
How exit interviews help
The goal of an exit interview is to determine why an employee has chosen to leave your company. It also gives you a chance to see if the departures are a sign of a systemic problem. For example, if 75 percent of your drivers tell the interviewer that their reason for leaving is to be home more often, a company may be able to use that data to make operation changes.
Consider these actions when conducting exit interviews:
Keeping the best
A shortage of drivers in the trucking industry makes it more essential than ever that motor carriers take measures to keep their best drivers. The New York Times reported in July that the industry needs 50,000 drivers to meet current needs, according to the American Trucking Associations. With such a strong demand for drivers, the competition to keep the best in the fold can be fierce. Knowing why your drivers are fleeing and taking the steps to keep them at your company can only improve a motor carrier’s efficiency and bottom—line results.
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