Do you have enough quality drivers in your fleet? That’s a rhetorical question because we know the answer is no. What if you could reduce accidents, lower the average age of your drivers, and improve retention with one process? You can achieve all of this by investing in a career path centered around safety.If you are like most transportation companies, the driver career path is earning a few more cents per mile, dollars per hour, or percentage of load. That’s it. No new responsibilities, purpose, or intrinsic motivation. The good news for you is the majority of the transportation industry is pathetic when it comes to providing a defined career path. You have a great opportunity to stand out as a company who invests in your drivers.
Four Rungs of the Ladder
We’ve created four rungs to the career ladder that are plug-and-play to implement. They build upon one another and work together to lower your accident rates, recruit higher quality drivers, and improve your retention.
- CDL Finishing School: this is an eight-week curriculum that is designed to turn recent CDL graduates into professional drivers.
- LLLC Driver Certification: defensive driving certification process designed for both your experienced drivers and recent hires.
- LLLC Instructor Certification: train-the-trainer model that teaches your instructors to become true teachers and safety ambassadors for your fleet.
- Leadership Development: education curriculum for your front line supervisors who interact with drivers everyday and have the biggest impact on retention.
CDL Finishing School
It’d be great if a driver who just earned their CDL were actually ready to be a driver on their own. There’s a reason the majority of transportation companies have a two year minimum of driving history before they will hire a driver – recent graduates need a lot of love and polish beyond earning a CDL.
With the driving population gaining more grey beards than green beans these days, you need a farm system to create your own drivers. A consistent, structured process led by elite instructors is the safe and responsible way to hire drivers new to the industry. Would you rather have a rookie you’ve properly groomed from day one with a CDL Finishing School program, or a two year vet from the big dogs’ training schools who learned two years of bad habits?
LLLC Driver Certification
Professional drivers want to master their craft. They value a company that invests in them. Our SEO research shows that drivers search for safe companies. Wouldn’t you want to be on that list? LLLC Driver Certification is a combination of online self-directed learning, classroom workshop, and behind-the-wheel evaluation.
LLLC Instructor Certification
The elite drivers of the fleet run your training program. However, just because someone is a great driver doesn’t necessarily mean they’re a great instructor. LLLC Instructor Certification gives you a process for those drivers who seek opportunities to coach other drivers. Use our promotional structured interview to evaluate who has the right characteristics to be successful as an instructor.
Many folks sitting in the dispatch seat know logistics, were formerly drivers, or came from another department. The majority were never exposed to leadership principles, building trust, creating a fair work environment, conflict resolution, or problem solving. Street smarts can only take you so far and not everyone has them. Our Leadership Development Course educates front line supervisors on driver retention and gives them the tools to practice what they learn. They’ll quickly put their new skills to use and help you reduce driver turnover.
Grow and Develop Your Employees
Stand out from the crowded, noisy driver recruiting market place with a simple offering: we grow and develop our employees. We have a career ladder for you to climb and we want you to climb fast. We all win when you grow. How many other solutions can you implement that influence safety, retention, and recruiting all in one?
See how one of our clients, ATCO Hauling, is utilizing the LLLC Defensive Driving model for their recruiting efforts: