​​​According to Pew Research, the millennial generation, born between 1981 and 1996, make up about ​35% of the U.S​.​ labor force. As older workers retire, it is increasingly critical for trucking fleets to attract and retain millennials who can keep their operations running efficiently. ​

​​​​​​​​M​illennials have a reputation for job-hopping, opting to change roles and companies instead of staying ​with​ one company for their entire career​. There are several logical reasons, including career advancement opportunities, expectations around growth and learning, and pensions or similar financial benefits. ​ 

​Understand​ing how these points influence evolving workplace dynamics​ can help you build a strategy that successfully attracts millennial professionals and ensures they remain committed for the long term. ​​

​​​​​​​​Why Millennials Leave Trucking Jobs​​​​​ 

​​​In my last Work Truck article about recruiting younger workers, I explored the primary career needs of millennial truck drivers. To recap, failure to prioritize the following items can have a detrimental effect on your ability to recruit and ultimately retain millennial drivers:​​ 

• ​​​Fair compensation. To ensure your rates are fair, regularly benchmark against industry standards, researching national averages and regional differences, as pay varies by location.​​ 

• ​​​Work-life balance. The natural demands of the trucking industry can make that balance difficult. Setting realistic expectations about home time is a place to start.​​ 

• ​​​Career growth and advancement. Understand your employees’ career goals so you can best support their development. ​​ 

• ​​​A sense of purpose. Truckers help the world go round. Using similar message points in recruiting and employee communication materials can help connect their role to the greater good. ​​ 

• ​​​Environmental sustainability. Share information about what your organization does to operate more efficiently and sustainably.​​ 

​​​​​​​Additionally, a​ccording to LinkedIn Market Research, 77% of millennials said they’d leave their employer because of a bad boss, the highest percentage of any generation. Investing in your managers ​through leadership development programs, operational and industry-specific training, and HR training ​can have a powerful impact on ​employee ​retention.​​​ 

​​​​​​​​How to Retain Millennial Workers​​

​​​​​​​While there are several things you could add to the list above, my 35+ years in the trucking industry have taught me that the root of most employee retention issues is poor communication.​​ 

​​​​​​​​For instance, a​ Gallup survey indicates millennials want more feedback than ​previous ​generations. However, only 15% report routinely asking for feedback. ​Employers can address this by conducting​ quick ​employee check-ins. This practice helps employees feel heard, confirm that they meet expectations, and​ understand where they can improve. ​​ 

​​​​​Exit interviews also can help improve employee retention efforts. ​Conducting ​these​​ brief conversations, which usually take place between a company representative and the departing employee,​ can help you identify ​organizational ​issues. 

But don’t wait until ​employees are leaving​ to ask for feedback​. Provide employees with an outlet to share their thoughts, frustrations, and pain points while employed, showing you care about the employee experience and take their opinions seriously. ​Regular employee check-ins, anonymous surveys, and team huddles are all effective ways to develop and maintain strong employee connections.​​ 

​​​​​​​Remember: Each piece of employee feedback is a potential opportunity for improvement. ​​Even if you cannot provide an immediate solution, always respond so they know you are listening. ​​​​​The rise of technology​, including ​apps like Fishbowl​,​ is increasing accountability for employee management. 

These apps allow employees to post anonymously about pay, bosses, work quality, and work-life balance. Keep in mind that employees may post about any aspect of their job.

​​​​​​​​​Increase Employee Engagement to Boost Retention​​​​​ 

According to a recent Gallup poll​​, only 33% of employees are engaged in the workplace, and 16% are actively disengaged and seeking a new employer. The top reasons ​for disengagement ​include ​lower satisfaction and less connection to the mission or purpose. 

Disengaged employees also are less likely to feel that someone at work cares about them as a person. Keeping employees engaged can improve safety and your bottom line. ​​  

​​​​​​​​​Recognition is one way to increase engagement. Sharing direct compliments, directing praise to an employee in a meeting or company newsletter, or honoring the employee with a bonus or raise are all impactful ways to recognize employees and keep them incentivized. ​​​​  

​​​​​​​​Accountability also can drive engagement. When people know they have a goal​,​​ it can lead to better performance. Accountability can be enhanced through things like leaderboards for key performance metrics. These can be shared one-on-one or publicly among a group. Competition can breed results when drivers strive to be the leaderboard's safest or most efficient driver.​ ​  

​​Employee perks and benefits are often as important as competitive pay. For example, 74% of millennials said they are at least somewhat stressed about managing their finances, according to an Investopedia survey. ​Hosting lunch and learns, webinars,​ or classes ​on valuable topics like personal finance ​can provide ​assistance to ease some ​​financial stresses. ​

Other topics could include ​​building credit, saving for retirement, and reducing debt. ​​Showing you’re​ ​​concerned and ​invested in their financial future can ease ​their ​​financial anxiety ​and help their salary go further. ​ 

​​Retaining millennial drivers is a multifaceted issue. B​​y implementing these strategies, you can create a ​more attractive and ​supportive work environment that aligns with millennial values and preferences, ultimately improving employee satisfaction and your retention efforts.  

About the Author: Cliff Johnson has more than 35 years of experience in the trucking industry as a driver and owner and is now the trucking business segment consultant at Acuity Insurance. This article was authored and edited according to WT editorial standards and style. Opinions expressed may not reflect that of WT.