Recruit & Retain: Trucking Edition

Don Bowman has resided in Washington County, MD his entire life which remains the home of D.M. Bowman Inc’s headquarters. He has created a diversified company which currently encompasses trailer leasing, real estate, truck sales, logistics and hospitality.

Don has been active in community affairs, serving as an active Exchange Club member since 1972, with two 3-year terms as a board member. He is a member and past board member of the Hagerstown Associated Builders and Contractors. He is also a member of the local Chamber of Commerce, Williamsport United Methodist Church, American Truck Historical Society, as well as various antique car and truck clubs. Don is a past member of the board of The Columbia Bank (formerly the Hagerstown Trust Company) and a past member of the Board of Directors of Fulton Financial Board. Don enjoys antique car and truck collecting and restoration, walking, and biking.

Don is actively involved in the trucking industry. He has been a member of the American Trucking Association (ATA) since 1978 where he served as ATA State Vice President (1984-1988); Vice President at Large (1989-1992); and as Chairman (1995-1996). He has been a member of the Maryland Motor Truck Association (MMTA) since 1971 where he served as President of the Western Maryland Chapter (1976-1977). Don has been on the state MMTA board since 1974; served as Vice President (1979-1982); and, State President (1982-1983). Don was honored by MMTA in 1995 as their Person of the Year. He was named Business Leader of the Month for Washington County, July, 1994.

What you’ll learn about in this episode:

• How Kimberly, Anthony and Don joined the trucking industry and came to work at D.M. Bowman
• What changes Don has noted in the industry over his decades of service, and how dedication has been key throughout his career
• What new driver outreach strategies and diversity efforts the team at D.M. Bowman are making
• How the apprenticeship program at D.M. Bowman operates, and how and why it was created
• What onboarding strategies and driver outreach programs the D.M. Bowman team has put in place
• How the team is working to reach out to female drivers and women interested in truck driving for a living
• Why the entire D.M. Bowman organization tries to engage drivers and assist with retention efforts
• How D.M. Bowman allows its drivers to move up through various ranks with time and experience
• Why drivers aren’t “just drivers” at D.M. Bowman, and why they make efforts to help drivers advance their careers
• Where D.M. Bowman operates, and who is allowed to ask to drive one of their legendary pink trucks

To reach out to the team at D.M. Bowman:

• Website: http://jobs.dmbowman.com

Caleb Gee is a recruiter for Nussbaum. Caleb specializes in recruiting truck drivers. Caleb Gee talks with host Chad Hendricks to share how a faith-based, family-focused culture has been the cornerstone to maintaining strong relationships with drivers in this employee-owned business.

What you’ll learn about in this episode:

• How Caleb transitioned from the construction industry to working for Nussbaum Transportation
• How Nussbaum has shifted from family-owned to employee-owned, and how that benefits drivers and other employees
• Why Nussbaum has experienced rapid growth in recent years, allowing them to dramatically expand their facilities
• How Nussbaum is expanding their driver pool to around 400 drivers, and how they share their company culture with candidates
• Why home time for drivers has been a crucial component to Nussbaum's company culture and plans for growth
• What process Nussbaum uses to solicit driver feedback and implement suggestions from drivers
• How Nussbaum has achieved a 94% participation rate with their driver surveys
• What built-in process allows Nussbaum to commit to making positive changes and follow through with that commitment

Bryan Thompson is the terminal manager at Feta Transportation with over 10 years of industry experience. Bryan wears many hats within Feta Transportation including being the safety director and the terminal manager operations dispatch. In the end, Bryan provides operational leadership to drivers and dispatchers to meet service obligations needed at Feta Transportation.

What you’ll learn about in this episode:

• What diverse and flexible roles Bryan fills with Feta Transportation as their Terminal Manager
• Why Feta Transportation's dedicated round-trip routes are an attractive benefit for their drivers
• How Feta's pay, benefit structure, and dedicated routes are a coordinated recruiting package
• Why Bryan has struggled to find a good health insurance plan, and why the pay at Feta is higher as a result
• How working for a small company helps Bryan stay in better communication with his drivers
• What recruiting efforts Bryan is using, and why word-of-mouth advertising has been a great tool
• Why drivers that leave Feta Transportation often return later thanks to Feta's better pay structure
• How Feta's owner got started as a lone driver with one truck, and how Feta has grown to 100 trucks in four years
• Why Bryan believes that treating drivers like people and not just "another number" has helped their growth
• What Feta Transportation has planned for the future, and why the focus will be on office staff rather than equipment

Erna Becirovic is the recruiting manager at GDS Express. Erna came to the country as a refugee with a knack for sales which helped her start a career in sales at 18. During her time in sales, she began to be introduced into recruiting which since has followed throughout her career.

What you’ll learn about in this episode:

• How Erna's background in sales benefits her in her current role as a recruiting manager
• Why Erna feels that sales training is a critical component for supporting a driver recruiter
• What advice Erna would offer to new recruiters just starting out and learning their industry
• Why it's important to be social and communicative with drivers, even outside the role of recruitment
• How dedicated lanes have helped Enra target her Facebook advertising to recruit drivers living on the route
• Why the "family atmosphere" of GDS Express is a pervasive quality that was built into the company by the founder
• How Erna's ability to speak multiple languages has benefitted her ability to connect with drivers
• How Craigslist advertisements have been beneficial in recruiting experienced "old school" drivers
• How Erna communicates the family environment of her company during her recruiting efforts
• What recruiting technology Erna prefers to use, and how she uses Facebook groups as a recruiting tool

Additional resources:

• Website: www.gdsexpress.com

Joyce has been in the trucking industry since 1980. With a degree and passion for organizational behavior and psychology, Joyce saw how truckers were being treated in the trucking industry and decided to step up start her own trucking company with the support of her husband. To this day, Brenny Transportation’s mission is to establish lasting relationships with our customers by exceeding their expectation and gaining their trust through a superior performance by every employee they hire.

What you’ll learn about in this episode:

• How Joyce got involved in the industry by starting out as a driver, before starting her own company
• How the industry's views toward women have changed over time, and why there are more opportunities for women now
• How Joyce keeps her retention over 80%, and why communicating and engaging with drivers has been key
• How Brenny Transportation's culture, mission, and values are designed to treat drivers better
• Why personality testing and profiling assists Brenny Transportation in setting their drivers up for success
• What initiatives Brenny Transportation has implemented to best serve and support their drivers
• Why Joyce feels that the added expense of driver support is offset by recruiting savings
• Why Brenny Transportation leans heavily into communication efforts to engage with their drivers
• What Brenny Transportation's recruitment efforts look like, and what success they're finding
• Why Brenny Transportation's 1-to-15 support staff to driver ratio is dramatically helping their retention efforts

Additional resources:

• Website: www.brennytransportation.com

Wendy Bartz is a dedicated HR professional that focuses on helping employers develop creative solutions, systems and processes. In the end, she helps employers implement proven methods to increase efficiency, customer satisfaction and the bottom line.

Wendy is also a committed member of the Marshfield Area Toastmasters Club, and a coach for individuals looking to improve presentation skills or one-on-one interaction skills.

What you’ll learn about in this episode:

• How Wendy got involved in the transportation industry and driver recruiting over 20 years ago and has worked in many positions
• How working her way up through the ranks has helped Wendy become a stronger, more empathetic leader
• Why Wendy believes in building strong relationships, and why she encourages her recruiters to develop those relationships
• Why the numerous options Dart Transit offers their drivers can be overwhelming, and how the internal recruiter can help
• How the interconnected relationship between drivers, fleet managers, and internal recruiters fosters loyalty and helps better accommodate driver needs
• How Dart Transit’s orientation process is designed to better engage drivers so they will retain the important information
• Why Dart Transit keeps marketing and recruiting as two separate departments with individual responsibilities
• How Wendy trains new recruiters by giving constant feedback, and how she works to build a cohesive and integrated team
• Why Wendy looks for self-starting recruiter candidates specifically with a background in sales
• What Wendy sees as coming changes in the industry, and what changes she feels will need to happen to strengthen the industry

How to contact Wendy Bartz:

• Telephone: (651) 683-1293
• Email: wbartz@dart.net

Shelley is responsible for sourcing, attracting and recruiting professional Class A CDL drivers for over-the-road positions as well as maintaining driver DOT files. Responsibilities also include driver/employee relations, advertising, and marketing including social media.

What you’ll learn about in this episode:

• How Shelley got involved in the transportation industry, and why she loves her career and working with the drivers
• How Dick Lavy Trucking keeps their driver turnover numbers low through understanding their drivers better
• How the Dick Lavy Trucking driver pay structure works, and what extra incentives they offer
• How innovative driver referral incentives have drastically helped their hiring leads and recruiting efforts
• Why Dick Lavy Trucking doesn't offer dedicated routes but does offer home-weekly routes
• Why having many office staff married to drivers helps Dick Lavy Trucking interact with their drivers in a more productive way
• How the onboarding and orientation process works, and how it helps show the drivers how stable the company is
• Why their orientation classes are limited to 1-4 drivers, and why they try to get their drivers on the road quickly
• What information is communicated to drivers during the orientation period, and why honesty is key
• Why Shelley refers drivers who aren't a good fit for her company to other recruiters within her peer network

Additional resources:

• Website: www.dicklavytrucking.com

Crum Trucking strives to identify and understand the unique needs of each customer, and go beyond the expected in meeting those needs, therefore, everything we do must be of high quality. We must maintain a modern logistics focus, discovering innovative solutions to improve our customers’ transportation processes and maintain competitive prices. Customers’ needs must be serviced promptly, accurately and economically.

What you’ll learn about in this episode:

• Why Nick believes it's helpful for recruiting to share vital statistics about drivers at his company
• What Nick is doing differently during the application and orientation process, including rapid response
• Why "home time" is a major determining factor for whether a prospective driver will be a good fit
• How Alicia works to minimize the processing and application time, to get the driver hired as quickly as possible
• How orientation works and is designed to make the onboarding experience as smooth as possible for drivers
• How Nick and Alicia coordinate their efforts for a retention follow-up process, with set times to check in with the drivers
• How technology has helped Nick identify issues with drivers and customize solutions for them
• What methods have served Nick well for lead generation and reaching out to prospective drivers
• How their targeted Facebook advertisements work, and why Nick strives for 3-minute turn-around time
• How their word-of-mouth referral programs work, and what specific incentives they offer through them

Additional resources:

• Website: www.crumtrucking.com

Bob joined Vnomics in 2013 and is responsible for leading overall product strategy and product management.  Prior to joining Vnomics, Bob managed a team at Harris Corporation’s RF Communications Division responsible for launching and growing new products in adjacent markets within the US and internationally.  He brings with him experience with strategic partnerships, business development, and new product launches. Bob holds a Bachelor of Science in Electrical Engineering (BSEE) from Rochester Institute of Technology (RIT) and an MBA from the Simon Graduate School of Business.

What you’ll learn about in this episode:

• How joining Vnomics as its Vice President of Product Management was Bob's first exposure to the trucking industry
• How Vnomics assists drivers to be as fuel-efficient as possible, and why drivers feel their efficiency scoring is fair
• How Vnomics calculates driver efficiency using a model to determine what aspects of the tractor's fuel use are within the driver's control
• How Vnomics helps fleets add a fuel bonus incentive to their offerings, and how it spurs competition between drivers
• Why fuel efficiency offers benefits beyond just savings on fuel costs
• What methods Vnomics uses to track fuel efficiency and assist fleets in finding fuel savings
• How it's not uncommon for fleets to gain fuel savings from 3-10%, and why that can save fleets $50-200 per tractor per month
• In what ways fleets can use the extensive data gathered by Vnomics
• How the pilot program works, and how carriers can engage Vnomics to see if their fuel efficiency can be improved
• How to contact Bob and reach out to Vnomics for further information on their services

How to contact Bob Magnant:

• LinkedIn: www.linkedin.com/in/bob-magnant-38955223/
• Telephone: (585) 377-9700
• Email: bmagnant@vnomicscorp.com

Tim has spent 30 years in the trucking industry, including a number of years as a driver and as a dispatcher.  Tim oversees the vision and strategic planning of Stay Metrics, as well as serving as the primary public advocate for our products and services.  A serial entrepreneur, Tim is passionate about the role that company culture plays in the experiences of employees. He and his wife Mary Kay just celebrated their 30th wedding anniversary.  They have three children, Jennifer, TJ and Nicole.

What you’ll learn about in this episode:

• Why Tim got into the industry as a fleet driver and how his career led to executive management
• How Tim's company, Stay Metrics, works to benefit the industry with proven methods and "industrial-organizational psychology"
• What IO psychology is and how it can be utilized to gather data and connect it to the hiring and retention process
• How Stay Metrics' selection process helps companies better match candidates with the roles they need to fill
• Why the socialization process matters so much for carriers and their retention, and how to improve your process
• Why psychology can be a powerful tool that recruiters can use to integrate new drivers into their teams
• Why the driver shortage caused carriers to stop caring about drivers matching the company culture
• Why Tim believes women can be the answer to the driver shortage, and why Tim recommends targeting single 40+ women
• How first-generation American drivers are an exciting subgroup with a great deal of recruitment potential
• Why Stay Metrics works to identify their clients' unique situation and match them with customized solutions

How to contact Tim Hindes:

• Website: www.staymetrics.com
• Linkedin: www.linkedin.com/in/tim-hindes-b736724

Jason started as a recruiter in manufacturing in 1994 where he staffed in Accounting, IT, sales and marketing, and Engineering, but found a niche in Operations & Supply Chain organizational development. He’s been Recruiting in CDL trucking 7 years and has been working since 2015 on Brady Trucking’s brand strategy, internal and external communications.

What you’ll learn about in this episode:

• Jason's career background, including 25 years in high-volume recruitment in the general recruiting industry
• Why it's important to differentiate yourself from others in a highly competitive industry
• How Jason's company, Brady Trucking Inc., is currently doing in the areas of recruiting and retention
• Why Brady Trucking offers as many creature comforts as possible, and how it aids in recruitment
• What process Jason and his team follow in getting their message out and improving their recruitment process
• How the use of video and targeted distribution have been powerful recruitment tools that have helped Jason with recruitment
• How employee-generated content has helped motivate driver engagement with the company
• Why Jason and his team work to engage not only drivers, but their families as well
• What efforts Brady Trucking takes to work with the community and build positive public relations
• Why Electronic Recruiting Exchange (ERE) has been one of Jason's most useful resources for recruitment

How to contact Jason Crowell:

• LinkedIn: https://www.linkedin.com/in/jasoncrowell/
• Website: bradytruckinginc.com

American Trucking Associations (ATA) Management Conference & Exhibition (MCE) brings together trucking executives from across the country for the one can't-miss event of the year that highlights economic, regulatory, and business trends focused on driving the success of fleets today and in the future.

What you’ll learn about in this episode:

Interviewing Ellen Voie, President & CEO of the Women in Trucking Association:

• Why Ellen developed Clare the Women in Trucking Doll to encourage an interest in the trucking industry and supply chain
• How Women in Trucking has worked with Girl Scout troops to develop a trucking awareness curriculum
• What goals Ellen has for the MC&E conference to develop and promote awareness and support for females in the trucking industry

Interviewing Kyle Hales, Vice President of Sales at EpicVue:

• How EpicVue works with fleet companies to provide satellite TV as a fringe benefit to drivers
• Why tangible ancillary benefits, like satellite TV, can help fleets improve their driver retention numbers
• Why recruiters appreciate the extra incentive of in-vehicle satellite TV as a way to entice new drivers

Interviewing John Hausladen, President & CEO of the Minnesota Trucking Association:

• Why workforce development is a hot topic for John's organization, and why it's crucial to develop a path for 18-year-olds
• Which options are being developed to create a path for under-21 drivers, and why the current rules don't work
• Why the future of recruiting young people into the industry lies in gamification and other technology strategies

Interviewing John Whittington, VP of Government Affairs at Grammer Industries:

• Why John believes strongly in the advocacy and services the ATA provides on behalf of the trucking industry
• Which important information John has received from panels at the MC&E convention in regards to young drivers and safety
• What John thinks about recent changes in the industry with regards to driver pay, hours of service and hazmat material regulations
• Why John believes developing a culture of driver appreciation begins with leadership, and why doing so is critical

Additional resources:

• Chad Hendrick’s Sales Training Workshop, January 16-17, 2019: www.recruitersalestraining.com (Use promo code: DriverReach)

American Trucking Associations (ATA) Management Conference & Exhibition (MCE) brings together trucking executives from across the country for the one can't-miss event of the year that highlights economic, regulatory, and business trends focused on driving the success of fleets today and in the future.

What you’ll learn about in this episode:

Interviewing Lana Batts, co-President of Driver iQ:

• What Lana believes are the biggest trends and common themes that are fueling today's driver shortage
• How the high cost of driver turnover is impacting the industry, and what steps are being taken to measure and improve turnover
• Why hourly pay, guaranteed mileage and new technologies are helping to improve driver retention

Interviewing Jon Russell, Chief Operating Officer at Celadon Trucking:

• What major cultural and operational changes Celadon has made to lower driver turnover from 280% to 100% in under two years
• Why Jon believes transparency has been the key to reshaping company culture and addressing difficult challenges
• How Celadon collects and manages driver feedback and works to address both individual and recurring issues on behalf of their drivers

Interviewing John Smith, Chairman of CRST International:

• What steps the workforce development community is taking to address the widespread challenge of driver recruitment
• Which priorities John has focused on in his position as chairman, and what steps are being taken to address those priorities
• How John and his organization are working with the U.S. House of Representatives to craft new legislation to make driving more attractive to 18-year-olds

Additional resources:

Chad Hendrick’s Sales Training Workshop, January 16-17, 2019: www.recruitersalestraining.com (Use promo code: DriverReach)

What you’ll learn about in this episode:

• What services Elite Gasfield Services provides, and how it differs from other trucking services from a hiring and retention perspective
• Why driver safety is a primary focus for Brandon, and why he only hires local drivers as much as possible
• Why navigation over difficult mountain roads is one of the main challenges Elite Gasfield Services faces
• How Elite Gasfield Services operates by paying drivers hourly instead of per mile, and why it matters
• How a severe injury in an auto accident reshaped Brandon's outlook, priorities and work ethic
• How the oil and gas industry has different rules and exemptions from typical over-the-road trucking
• Why changing the company's culture had many positive outcomes including driver retention and overall safety
• Why dashcam utilization has had a significant impact on driver accountability and incident tracking and analysis
• What Brandon is doing differently with regards to driver recruitment, and why it matters to the health of the industry

How to contact Brandon Mango:  

LinkedIn: https://www.linkedin.com/in/brandon-mango-16399a83/

Website: www.elitegasfield.com

What you’ll learn about in this episode:

• Why Robert Heath Trucking works to support, train and encourage their truck drivers and build a family culture
• How having many family members working together strengthens Robert Heath Trucking and gives the company focus
• Why Mike looks for drivers at the start and end of routes instead of at stops along the way
• Why Mike works with drivers on their personal finances as a result of his own experiences handling money
• Why Robert Heath Trucking has a chaplain on staff to help drivers with their spiritual and emotional needs
• What questions Mike asks drivers to better understand their financial goals and challenges
• Mike shares stories of how he and his company encourage their drivers and work to improve their drivers' lives
• Why trucking companies should maintain their drivers in the same way that they maintain their equipment
• How Mike and his company's attitude and business philosophy in supporting drivers has helped his retention rate
• How Mike’s recruiting strategy is centered around an aggressive growth plan
• What marketing strategies Mike is using to bolster his recruitment

How to contact Mike Coble:  

LinkedIn: www.linkedin.com/in/michael-coble-8a601b48/

Website: www.robertheath.com

Chad Hendricks is the host of the Recruit and Retain: Trucking Edition podcast, as well as the Vice President of Brand Outcomes, Inc. Chad is passionate about helping trucking companies across the industry recruit and retain talented drivers through operational changes that help your company stand out from the crowd. Chad believes that the best way to increase your visibility is by doing things differently and tackling challenges with innovative solutions. In this solo episode of Recruit and Retain, Chad discusses the often-misunderstood and sometimes vilified millennial generation and shares his strategies and suggestions for how to better meet their unique needs.

Quote: “If you’re planning on working for four years, five years, ten years, or more, you’re going to be working with that next generation, the millennials…. You need to be prepared about ‘what does that mean for me? What does that mean for how I manage, and for how I lead the company?’”

What you’ll learn about in this episode:

• Why there is a common perception that millennials are "entitled", and whether it’s true or just an often-repeated myth
• How major defining historic events like 9/11 and the 2008 economic crisis affected the millennial age group and their views
• How millennials are dramatically different in behavior and values from generations that came before them
• Why frequent status updates and strong communication with your team can benefit all of your employees
• Why it’s important to be clear with your employees about your goals for them, both individually and as a team
• Why you should delegate authority instead of delegating tasks
• Why teamwork is critical, and why part of teamwork is making sure every employee understands their role and how it affects others
• How to set expectations for your employees to understand and meet your company culture, vision and values
• Why you should provide training and leadership development opportunities for your staff
• Why it is critical to address generational differences during the onboarding process

How to contact Chad Hendricks:  

• Email: chendricks@brandoutcomes.com
• Website: www.brandoutcomes.com/podcast
• Website: www.brandoutcomes.com/contact  

Andrea Morley is the lead Nutritionist and Health Coach for Healthy Trucker. Andrea specializes in educating and encouraging truck drivers to make simple changes to their diet, exercise routines, and lifestyles to promote healthier living. Andrea talks with host Chad Hendricks about the high cost of unhealthy drivers, shares basic strategies that can add up to long-term health gains, and discusses why health training initiatives can be a great recruitment and retention tool for fleets.

“When people think of truckers, they typically think of men who are maybe a little bit older and unhealthy, maybe unhappy in their jobs. It's definitely not a very attractive industry as far as recruitment.”

- Andrea Morley

What you’ll learn about in this episode:

• How Andrea Morley got involved with Healthy Trucker and how Healthy Trucker works to improve the overall wellness of drivers
• Why growing up with close family in the trucking industry gave Andrea a firsthand look into the trucking lifestyle and its health implications
• What advice Andrea gives carriers on the importance of promoting healthier drivers to mitigate insurance claims and driver injury
• Why a healthier driver is a safer, more alert driver who is less likely to be involved in an auto accident
• How fleets can use health and wellness initiatives as part of an effective recruitment strategy
• Why promoting a health training program can improve driver happiness and ultimately retention
• Which key health issues are of greatest concern for drivers and why those health problems can create a severe impact on the industry
• Which concerns and attitudes must be overcome to get drivers to pay more attention to their health, diet, and mental state
• How Andrea works to educate and encourage drivers to make simple, healthy lifestyle changes
• What options for ongoing motivational support are available to drivers who want to make positive health changes

Ways to contact Andrea:

• Email: info@healthytrucker.com
• Website: www.healthytrucker.com
• LinkedIn: www.linkedin.com/in/andrea-morley-aa06a997

Ray Haight has been a driver and owned a carrier, and now he’s the co-founder of the TCA inGauge program and serves as a retention coach at the Truckload Carriers Association. When he was with a carrier, Ray managed to take a driver turnover rate of 120% and bring that number down to below 20% in just two years. Now Ray specializes in consulting with carriers to help improve their own turnover numbers. On this episode of Recruit and Retain: Trucking Edition, Ray shares his strategies and secrets for better retention and lower turnover, and he talks about why turnover has surprising impact on your bottom line.

“The number one thing you can build a retention program around is commitment from the top (leadership).”

- Ray Haight

What you’ll learn about in this episode:

• Why turnover should be considered a failure in communication and why commitment is the key to retention
• Ray's suggestions for business leaders who want to improve long-term driver retention in their companies
• Why it's important to be clear in your expectations and understand how your drivers define success
• How many of the common principles of customer service can be converted into driver retention strategies
• How exit interviews with drivers can clue you into systemic issues pushing your low retention
• Learn about “Maslow's Hierarchy of Needs” and how it relates to effective communication with drivers
• How high driver turnover has dramatic and often overlooked effects on service costs and equipment value
• Why low turnover has broad-reaching impact on your business success and profitability
• Which key things Ray would focus on if he were starting a brand new business from the ground up
• The TCA inGauge benchmarking program, how it was created, and how helps carriers better understand their business

Ways to contact Ray:

• Website: www.tcaingauge.com
• Email: ray@tcaingauge.com
• LinkedIn: www.linkedin.com/in/ray-haight-8ba91913a

Dr. Paul White is a psychologist, speaker, consultant, and workplace relationship expert. Along with Dr. Gary Chapman (author of the bestselling book The 5 Love Languages), Dr. White co-authored The 5 Languages of Appreciation in the Workplace, a guide to understanding your employees and making them feel individually valued. He has worked with everyone from small businesses to major corporations such as ExxonMobil, Microsoft, DirecTV, and MillerCoors in helping business leaders better understand how to genuinely show appreciation for their employees. He joins this episode of Recruit and Retain: Trucking Edition to discuss why genuine appreciation is more valuable than service awards and Employee of the Month plaques.

“For people to hang in there and stick through tough times, they need to feel valued and appreciated. And we figured out how to make that happen in a pretty easy, practical way.”

- Dr. Paul White

What you’ll learn about in this episode:

• Why Dr. Paul White began working with the concept of employee appreciation
• How Paul approached Dr. Gary Chapman to develop The 5 Languages of Appreciation in the Workplace
• Why a lack of appreciation is one of the primary reasons people cite when leaving a job
• The differences between recognition and appreciation and why both are necessary to make employees feel valued
• Examples of ways to encourage and appreciate people tailored to their personality and interests
• Why not everyone feels appreciation in the same way and why it's important to be specific and authentic when showing gratitude
• An online assessment tool Paul developed to help you better understand your staff's individual appreciation language
• An explanation of the five different languages of appreciation and how they can be utilized with your team
• How to show appreciation for long-distance employees and large teams of people
• How to deal with some of the most common challenges when implementing a culture of appreciation

Ways to contact Paul:

• Website: www.appreciationatwork.com
• Twitter: @drpaulwhite
• LinkedIn: www.linkedin.com/in/paul-white-ph-d-3178276

Don Lefeve is the President and CEO of the Commercial Vehicle Training Association, the largest association of commercial truck driving schools in the United States. CVTA has approximately two hundred members located in 43 states, and each year those members graduate an impressive 50,000 truck drivers. In this episode of Recruit and Retain: Trucking Edition, Don talks with host Chad Hendricks about the Entry Level Driver Training rule and the broad-reaching nationwide impact it will have on recruiting, training schools, carriers and new drivers.

“We ended up coming to consensus on a rule, it served as the basis. On December 8, 2016, the FMCSA published the final rule, and all states are required to comply with it by 2020.”

- Don Lefeve

What you’ll learn about in this episode:

• Don's thoughts on the Entry Level Driver Training (ELDT) rule set to take effect in 2020
• The history of the ELDT rule and how it has changed over the years since it was proposed in 1991
• What curricular requirements are set forth in the ELDT rule that training schools will have to meet with new drivers
• How ELDT will impact carriers who provide internal training to their new drivers
• How CVTA is working to get ahead of any negative effects and bottlenecks that may result from ELDT going into effect
• How CVTA is addressing inconsistencies in requirements for CDL examiners throughout the country
• Why rules restricting 18-20 year old drivers from interstate driving are a significant roadblock for drivers right out of high school
• Learn about efforts currently underway to distinguish whether driver age is a factor in the likelihood of having an accident
• How CVTA can connect you with assistance in setting up an ELDT training program
• How you can reach out to Don and CVTA for further information about the ELDT rule

Ways to contact Don:

• Website: cvta.org
• LinkedIn: www.linkedin.com/in/don-lefeve-49a2562