I think it is a great idea for you to stay with your “starter company” after the first year. This is a brand-new idea, right? That is undoubtedly true for some people. I can already hear the boos and angry emails about this.
However, take a minute to consider it rationally. Most employers anticipate that entry-level drivers, whether recruited right out of college or “wide-eyed and bushy-tailed” off the training truck, will fail or leave their jobs fast. They anticipate a high rate of failure. Statistics back up the idea that most lone entrepreneurs would not survive through their first 90 days. This is why we adamantly advise that you exert every effort to get to the top 10% of new drivers and distinguish yourself from the vast majority of underachievers.
Regarding the attrition rate, jokes have been made unjustly and especially focused on one organization. But it is pretty reasonable to argue that any company with a program to acquire and train new drivers experiences attrition. The majority of new drivers are unaware of this business reality. Accepting this fundamental truth will help you manage your expectations. You can anticipate being treated properly and being given a chance to succeed.
Going On to Greener Pastures?
When new member says they want to remain with their first firm for a year before moving on to more favorable conditions, I must admit that I giggle a little. This notion is quite unsophisticated, perhaps bordering on absurd. It is a paradigm heavily affected by inaccurate, superficial Internet stuff often taken as reality.
Unluckily, it is a myth. The reality is that most people who embark on this trip lack a clear understanding of “what” the greener pastures entail and entirely ignore that only one in ten will survive to the one-year mark. It is a humble experience.
My Early Days As A Trucker
For example, on my first day of managing Walmart Dedicated for Swift Transportation, I paired with a mentor or coach around five years ago. It is a non-official oversight position created to support Driver Leaders. My coach was a senior, Platinum Level, an experienced driver (5+ years of Walmart Experience) tasked with looking out for me and guiding me. At the same time, I learned the account, comprehended the paperwork for the Walmart trip, and avoided making expensive errors.
After a quick but professional introduction, he said something I will never forget. “Please pardon me; honestly, I am not particularly good with names since 90% of the new drivers allocated to me are gone within 3 months,” he chuckled uncomfortably. As a result, I rapidly forget their names and faces, and you probably will too.
The first reality check struck me with a bang. I am just another name in a sea of pretenders, right? How is it even doable?
I was all fired up about running Walmart, and then this man shot out a harsh fact that I was unaware of at the time. I was ignorant of the workings of the business and the ominous possibility of failure at the time since I did not have access to Trucking Truth. I continued, trying not to think back on his opening remarks. But they persisted, possibly inspiring me to disprove him.
Fast-forward to approximately 4 months later, when I finally met him. “I guess I need to remember your name now,” he remarked. Just give me a 10% call, I answered. A similar snigger came from Dave’s reply. Dave, keep that name in mind.
Fortunately, I was successful (probably a strong word, survived is more applicable). He ultimately recognized my name as anything more than simply “Driver” (he had been calling me that at first), and I eventually learned his name and stopped calling him “Chief.” We have become friends, and although he is now employed by Walmart Private Fleet (more on that later, it is the “big finish”), we still manage to run into each other sometimes and discuss the majority of topics that are not related to trucking.
So returning to the subject, why remain with your first employer beyond the first year? Okay, so why not? Allow your present firm to demonstrate what it is like to overcome the obstacles and “stacked against you” situation. What’s-In-It-For-Me (WIFM) is bigger than most students, novice drivers, and “still thinking about it persons” think. You may never know what makes your employer excellent or how fantastic they can be for you until you stay with them for more than the first year.
Making A Name For Yourself
My overall experience is extremely similar to Brett, Old School, Rainy, Errol, Susan, Daniel B, Patrick, Turtle, GladHand, Ernie, Big Scott, and many more that I probably missed even though I work for Swift and have been on the same account for a while (sorry). With every organization, things shift as soon as a new driver crosses the key 6-month mark and approaches the first year of employment.
Behold! They still remember you! Your work ethic, attitude, & communication style are all appreciated and understood by them. They have faith in you to do the task successfully each time. To be clear, this only applies to those who can work safely and successfully, have a hard work ethic and a positive approach, and are dedicated to providing top performance.
Let us suppose such is the case for the sake of this paper. And if it is not, I would say that switching companies would not make things any better. It just won’t. A driver’s history of poor performance often follows them from one job to the next.
ROI, or return on investment, is the main justification for staying with your first business. The word “ROI” is sometimes overused and often misunderstood in business. This idea is used by C-level executives who lead our team when they need to make expensive strategic choices. For instance, replacing the Fleet of old tractors, which is a pretty clear illustration.
However, it is sometimes pushed about subjectively by overzealous salespeople trying to hit a target. Unfortunately, the focus of this discussion is on the driver (you) getting a good return on your investment. This includes your sweat equity, success in training, climbing the steep learning curve, consistent commitment to safety, and work developing symbiotic, “give and take” relationships with Driver Management. All those items have value because they were earned rather than given to someone. Since this is maybe a return on your investment, we will term it “ROYI.”
You are no longer merely a number or risk factor on a dashboard after one year. You are a producer, generating revenue for your business (ideally). This is crucial, and your employer will benefit from it. At one year, a new driver should have established reliability, maximized profitability on moving freight, and give planners the flexibility to arrange further loads before your empty call. No more getting confused, spending time learning how to do something backward, having trouble with Qualcomm, or blowing your clock because you lack expertise. All of it should be gone from your mirrors, swiftly becoming the past. After a year, you and your business might start seeing the results of your joint work. Rejoice in the “ROYI”!
What can you expect if you stay with your first employment beyond the first successful year?
Possibility of Higher Pay
I will start by stating that this is NOT a Swift advertisement or recruitment strategy. This is true for every reliable trucking business that trains new drivers. We at Swift get yearly wage raises and bonus compensation (since that is what I know). The compensation is increased annually. The bonus money can be maximized only by staying on beyond the first year.
The performance builds up over time. For instance, when I first began working on the Dedicated Walmart Account, my daily pay for every day of dispatch was a fixed rate of $187.00. After three months, I was changed to a 46-cent per mile (CPM) salary that included a fixed dispatch charge of $20 and stops pay of $15 for each subsequent stop.
My basic pay now, several years later, is 53 CPM. It comes to roughly 57–58 CPM when the quarterly bonus is considered. I am also compensated for moving trailers and shuttle repair-required tractors and assist drivers with issues when the Driver Leaders are overworked. I doubt that I would be at the same level if I switched employers every year for several reasons. No matter the organization you work for, it takes time to advance your career, get respect, establish professionalism, and “learn the ropes.”
You become a favorite driver
This is a big one, man! Is that right, you ask? Yes, and it is unquestionably a part of the culture of any trucking firm. Although it is not mentioned in the Handbook or detailed in a Policy & Procedure Handbook, it exists and is there, much like the undetectable elephant in the room. Expect little more than a quiet conversation since they will never confess it. However, the best drivers are given the finest care.
Like drivers, your dispatcher, planner, or driving leader is assessed on their performance. Never forget that fundamental truth. They may increase their income with our assistance! They prefer their Best drivers because it helps their bottom line. Our businesses exist to generate revenue and turn a profit. Each of us receives compensation that is consistent with this corporate goal. A driver may increase or decrease such sums. It is a straightforward idea that should not be overlooked or taken for granted.
The best drivers are undoubtedly given preference. They are the select few who have ascended to the pinnacle of their positions because doing so is advantageous to the Company (ROI again). What causes this to occur? We will again presume that you are making every effort to perform at the highest level.
First of all, getting to the “Favored Driver Status” takes time. It will not happen immediately. To properly feel this, it can take more than a year. Unfortunately, many new drivers never achieve this position because they do not give enough time at one workplace, possibly out of impatience, obtaining career advice from the wrong people, or failing to regularly analyze and develop. They swiftly move on after giving in to the “Greener Pasture Myth.” There is a pattern and a vicious loop that permeates the transportation business. Spend time reading our trucker’s forum if you do not trust me. As soon as we read their introduction piece, we start to see patterns that regularly occur in repeating themselves, and the scenario becomes predictable.
I usually get asked what shop I want to go to when the loads for the next day come out, which is a simple yet effective illustration of the advantages of being a Favored Driver. It does happen, and sometimes they may inquire while we are on the phone or send me a Qualcomm message. I sometimes give a call to see what is available.
The shops along the route are all or less one mile from an Interstate, and/or there is a simple backhaul clipped on as the final stop, making certain Walmart trips maximize earning potential even if they seem to be unimportant at first glance. Clock management is essential for maximizing earning potential. The amount of time spent making several complicated shop stops must be minimal.
This did not happen during my first year, and my Driver Leader—now a dear friend—advised me to phone in if I needed anything in particular, wanted to do short or long runs, etc. This status was well-earned after all the hiccups, snags, and puckered moments, so I took advantage of it.
Your Thoughts Are Important
Has it? When has your driver leader or dispatcher privately questioned you on your thoughts or suggested a course of action? You may not find this to be essential, or you might. When it occurs to you for the first time, however, it is wonderful, and it will.
Until you have regularly shown that you are a high-performer driver, your opinion does not matter. Your input is very important after the first year of successful and safe driving. Why? It is easy:
- Confidence
- Confidence Respect
- Trust
Your ability to do the task has been shown, and your company highly values your expertise and experience. Therefore your opinion counts in very particular areas. Once again, this is something that is gained, but much like Favored Driver status, it takes TIME to earn the right to have an influence and to be taken seriously. Although I advise using some restraint, select your areas and be respectful when expressing your viewpoint.
Late this month, when I returned to the distribution center with a backhaul of water, I had an experience that exemplified how to provide feedback that counts. I was asked to let a new driver fill up his reefer after I passed the security guard station and issued MAC-5 on the Qualcomm, signaling “Arrived at Final Destination.” I parked close to the store and quickly walked to the gasoline station.
When I questioned him about the issue, he said, “The pump will not operate.” To cut a long tale short, if the electronic collar located on the neck of the gasoline tank is either missing (from the earlier versions) or broken, the driver must input information into the pump. It does not happen often, but it sometimes does.
I gave him instructions on how to get the necessary data from the main control panel of the reefer unit and input it into the fuel pump. I politely asked if there was anything more I could do for the man out of respect. He questioned about scaling the load at the gate and following the guidelines on the trip sheet. In all, we had a 5-minute talk with him. He left after I gave him my phone number. The original goal was achieved plus a bit extra, but I paid it no mind.
I then went to locate my loaded trailer and submit the paperwork. To my amazement, I received a hearty thank you for assisting the man and an additional $10.00 added to my day’s salary. The longer you work for a successful organization, the more important your opinion and contribution will be.
Opportunities
The bigger carriers, such as US Xpress, Swift, Schneider National, and Prime Inc. (to mention a few), offer their drivers a range of possibilities, most of which ask for a little more experience and seasoning.
There are additional positions that are often not given or advised to rookies, except the obvious ones like tanker employment, dedicated retail accounts, and heavy haul. Nevertheless, many desirable trucking positions (in the eyes of the beholder) need at least two years of experience behind the wheel. You have a lot to offer when you apply to a firm and can demonstrate two years of safe and effective driving experience with a single employer.
Keep in mind that the trucking industry is a performance-based business; the capital “P” is there to stress how important it is. The greatest driving positions, which need a minimum of two years of experience, go to the best drivers. A potential employer will view a candidate more favorably if they have two or more years of experience working for the same organization. I can assure you that this can make a significant impact and set a prospect apart from a 3-year job hopper.
The last boom
Here are my concluding remarks, the exclamation point defending the idea of continuing to work for your first employer after a full year. Do you remember my conversation with “Dave,” my first mentor on the Walmart account? He had four years of outstanding Swift driver performance on the account, which led to his hiring as a Walmart Private Fleet Driver (WMPF).
During his time as a Walmart Dedicated Swiftie, Dave’s performance history was fully accessible to Walmart. Although Dave had a significant advantage when applying, WMPF demands at least 30 months of accident-free service as an admission criterion. He was previously asked if he wanted to drive for them, so he knew they would employ him before he applied.
He is doing well, according to my recent visit with him. Dave would have had significantly lesser chances of obtaining his present position at WMPF had he not continued working for his previous employer, the one where he received his training, after the first year.
And with that, I aim for “Starter Company” detractors. Is it any surprise that I laugh at Swift’s jokes? Or any of the many jokes about new businesses, for that matter? It is known as the final laugh in the case of my buddy Dave and, to a lesser degree, in my situation. To be clear, Swift is not Walmart’s only transportation partner that can “feed” drivers to their Private Fleet. Werner, US Express, Schneider, JB Hunt, Prime, etc., all experience the same thing.
I hope my experiences make everyone pause and reflect. A new viewpoint on what is feasible given enough time. Hopefully, more people will weigh in with arguments. The drivers on our forum who have been active for more than a year include Rainy, Patrick, Big Scott, Turtle, Errol, Brett, and Susan, and Old School, our resident retro-driver.
And certainly, we may also hear contradictory responses; this is the cries of the many who do not completely understand this idea. But it is alright… It is a forum that welcomes all comments and is set up to help us all learn from one another’s experiences.
