Marina emphasizes the importance of transparent and honest communication during the recruitment process to ensure drivers understand the job’s challenges and that their expectations align with the company’s capabilities. She believes upfront clarity about job responsibilities, including mileage expectations, plays a crucial role in reducing turnover, particularly within the first 90 days.
For driver retention, she highlights that the first two weeks are critical. She advocates for daily check-ins with drivers to ensure they feel supported and have all the tools necessary for success. This communication is not just work-related but also focused on the drivers’ well-being. Apex Transit’s policy involves following up regularly, especially during the first couple of weeks, to ensure drivers are adjusting well to the job and feel cared for.
Marina also stresses the importance of creating strong relationships between the drivers and the company. She suggests that a personal approach, such as learning about a driver’s family situation and offering support during difficult times, can significantly enhance retention. By showing empathy and taking extra steps to ensure drivers’ needs are met, Apex Transit fosters a loyal and motivated workforce.
She acknowledges the challenges in the industry but underscores that treating drivers with respect, offering support during tough times, and addressing their concerns early on can lead to long-term success. Her approach emphasizes building relationships and creating a supportive work environment to reduce turnover and improve driver satisfaction.
