Building a Future-Proof Fleet Workforce: Strategies for Growth and Retention

Growing Your Fleet Workforce from the Ground Up

One of the most effective strategies to ensure your fleet is staffed with dedicated drivers and office workers is to cultivate talent from within. Leah Shaver, President and CEO of the National Transportation Institute (NTI), highlights the potential in developing entry-level employees into long-term assets for your company.

Why Internal Growth Matters

• Accident-free million-mile drivers start somewhere, and so do future executives.
• Private fleets in retail, construction, and foodservice have unique opportunities to grow their own talent.

Key Insights from Leah Shaver

Shaver emphasizes the importance of career pathing—creating clear advancement opportunities that motivate employees to stay. For example:

• Yard driver pay has increased by 16% in four years, making it a lucrative entry point.
• Upskilling employees from warehouse roles to driving positions can fill critical gaps in long-haul and regional delivery jobs.

Strategies for Success

1. Attract Young Talent and Women: Diversify your workforce by appealing to younger generations and women, who often enter the industry later in life.
2. Offer Flexible Pay and Home Time: Entry-level jobs with home-time flexibility can be highly attractive.
3. Create Clear Career Paths: Help employees see their future with your company through upskilling and advancement opportunities.

Generational Challenges

• Communication gaps between Baby Boomers, Gen X, Millennials, and Gen Z can hinder growth.
• Flexibility is key—older workers may not understand the need for accommodations like remote work or flexible hours.

Success Stories

• Dock-to-Driver Programs: These initiatives provide structured career paths for employees to transition from warehouse roles to driving positions.
• Women in Trucking: Companies that listen to the unique needs of women—such as flexible schedules for mothers—are seeing higher retention rates.

The Impact of Cannabis Reform

• With THC legal in most states, the pool of potential drivers is shrinking as younger generations opt out of regulated industries.
• Hair testing regulations could further limit new entrants.

Final Thoughts

Building a strong internal pipeline is not just about filling seats—it’s about creating a workforce that grows with your company. By focusing on career pathing, flexibility, and generational understanding, fleets can secure their future in a competitive market.