Polish transport companies have been facing a shortage of professional drivers for years. According to the International Road Transport Union (IRU) study “Tackling the European Driver Shortage,” Poland currently has a driver shortage of approximately 140,000. Furthermore, a PwC report predicts that this shortage will worsen to nearly 200,000 by 2022, accounting for 20% of labor demand, and is expected to increase further to 300,000 by 2025. Therefore, immediate action is necessary. The Polish Institute of Road Transport has collaborated with industry practitioners to develop a comprehensive guide that provides specific measures for retaining and recruiting drivers and driving business growth.
You can DOWNLOAD the report here
What insights does the report offer?
The latest free report presents specific measures that every carrier can implement to retain and attract new drivers effectively. These measures include fostering a positive work atmosphere, encouraging participation, providing proper training, establishing a rewarding compensation system, and offering well-matched benefits.
We strive to create a ‘family business’ atmosphere where we focus on open and honest communication without barriers. We don’t use job titles. As the owner, I don’t have a separate office. I share an open space with the staff to talk and work together. I also hold a bus driving license and occasionally take the wheel as a driver, which also builds my credibility and instills a sense of equality with the staff. We have a separate room for meetings requiring privacy,
says Dawid Doliński, CEO of DOL-TRANS-TOUR.
The report provides 50 concrete tips for carriers
Robust and stable earnings are crucial for building a reliable team of drivers. Equally important is establishing a clear framework for professional advancement.
Due to the destinations we service and the very demanding routes, we make sure to employ the best drivers. We strive to pay above an average market rate, which also helps reduce turnover,
states Łukasz Grajcar, Managing Director at IMEX Logistics Sp. z o.o.
Echoing this sentiment, Dawid Doliński comments,
We consistently aim to offer remuneration that slightly surpasses that of our local competition.
says Aneta Michałowska-Żmuda, a Recruitment and Training Specialist at TVM Transport & Logistics.One innovative approach involves paying additional money to people involved in training and preparing novice staff for their roles within the company. “In our ‘junior driver’ induction program, mentors receive additional pay for each month within the program,
Our primary aim is to offer our drivers a steady job through formal employment contracts. As their direct employer, we stand by our commitment to wage stability, ensuring their salary always arrives on time and is aligned with the standards set by the Mobility Package,
comments Magdalena Raźnikiewicz, HR Manager at Raben Transport Sp. z o.o.
You can DOWNLOAD the report here
Safety, health, work comfort, participation, benefits
Recent research conducted by the Polish Institute of Road Transport has highlighted a concerning trend. As detailed in a report on driver earnings, the benefits offered by Polish transport companies often fail to meet drivers’ needs or are not offered at all. These benefits are, however, critical to retaining drivers.
We provide benefits such as paid vacations, sports cards, individual fleet fuel cards, holiday vouchers for children, and additional insurances like legal protection insurance. All these measures show how important people are to us. They are the driving engine of the TFL industry,
indicates Albert Szczepaniak, Head of the Transport and Freight Forwarding at Vive Textile Recycling Sp. z o.o.
Carrier, train your new driver
In the driving profession, it is common for young novices to leave their employer and sometimes even the profession entirely after a few runs. However, this is often not due to the nature of the job itself but rather the result of an inadequate orientation process that leaves them feeling unsupported.
We have an in-house ‘junior driver’ program,
explains Aneta Michałowska-Żmuda.
“Crucially, for each month that the ‘junior driver’ orientation program is underway, the driver providing the training receives additional compensation. The program is designed to serve as a platform for newcomers in the transport industry to gain practical experience and enhance their skills. Consequently, novice drivers are not only able to build a foundational theoretical understanding but, more importantly, begin to apply this knowledge practically from day one. The mentor collaborates with the new driver, working as a team along routes designated by dispatchers. This approach helps the ‘junior driver’ develop an understanding of safe driving practices, driver work-time regulations, truck preparation, cargo securing, and effective vehicle handling.”
Carriers will benefit from rewarding drivers for referrals
Word-of-mouth referrals from current employees have become one of the most effective methods for recruiting new professional drivers, second only perhaps to specialized online job portals.
The objective of our current initiative is to bring in more drivers through referrals from our existing staff,
explains Magdalena Raźnikiewicz.
Transportation sector: a risky business but not for the driver
In today’s market, it comes as no surprise that drivers have the luxury of choosing from numerous potential employers. Consequently, business risk doesn’t fall on their shoulders but on the managers who hire them. Therefore, managers should not shift this burden onto their drivers.
If a client fails to make timely payments, it’s not fair to hold your drivers accountable. Quite obviously, your clients’ satisfaction often mirrors your employees’ diligence. However, if there is room for improvement in this sector, the first action should be formulating a remedial plan,
says the report.
This highlights the importance of drivers as a key link in the chain and underlines the need for them to feel valued in their role. While they don’t shoulder the risk, their work significantly influences the overall reputation of the carrier.
The report offers 50 tips on how to retain drivers condensed into one actionable guide
“50 Ways to Retain Drivers and Drive Business Growth” is a clear and concise report that provides managers with immediate access to pertinent tips. Moreover, in addition to offering practical advice based on our research, most of the recommendations are backed by real-life practices implemented by the carrier representatives we interviewed.
You can DOWNLOAD the report here
Funded by the National Institute of Freedom (NIW) within the framework of the Fund for Civic Initiatives program NOWE FIO for the years 2021-2030
