Driver retention firm Stay Metrics announced a partnership with Predictive Index to be a reseller of its behavioral assessment tool in the transportation industry.
Tim Hindes, CEO of Stay Metrics
As a reseller, Stay Metrics is expanding its scope of services beyond offering driver surveys and rewards platforms. The company is now offering a service to predict the success of job applicants for positions and to determine where to move employees in an organization to find the best fit.
Tim Hindes, co-founder and chief executive officer of Stay Metrics, commented that in his 35-year career in business, “this is the first time I’ve seen a tool that truly optimizes talent and I’m very excited to explore what this means for our industry as a whole.”
The tool is utilized for more than 8,000 employers worldwide. It measures employee motivation using assessments that allow each employee’s answer to be infused with behavior and their own unique style to gain insight into commitment, opportunities for growth and retention.
Hindes says the tool will help the transportation industry do a better job of raising effective leaders from within while recruiting the best leaders outside the organization in sales, operations, recruiting and executive positions.
Transportation companies in Italy are moving freight in the epicenter of the world’s COVID-19 pandemic, but that center could soon shift to the United States.
Pierro Savazzi, communication and relations director of FIAP, a business association for Italian carriers, participated in a video conference hosted by Stay Metrics Tuesday, Mar. 24.
FIAP was created 70 years ago and its members operate at least 40 trucks. Savazzi was quarantined, speaking to conference attendees from his home in Momo, Piedmont, Italy.
The virus spread through Italy quickly, making it difficult for carriers to prepare for a new biological risk in the workplace, he said. When the virus entered Italy, FIAP “immediately advised [carriers] to make an announcement of the situation, taking into account the entire organization,” he said.
Italy already has specific laws for workplace safety, and the COVID-19 situation prompted the Italian Ministry of the Interior to require companies to have safety instructions for all employees that include frequent hand washing, minimum distance between people, and use of personal protective equipment like masks and gloves.
New research by Stay Metrics, a provider of driver retention tools, shows that drivers were dissatisfied with pay in 2019, and the dissatisfaction was a top predictor of turnover. The company released an updated Stay Index on Jan. 27 with a Top 10 list of areas of opportunity for motor carriers to reduce turnover in 2020.
The Stay Index uses a statistical tool that ranks each question in the Annual Driver Satisfaction Survey, which Stay Metrics administers for motor carriers. Top-ranked items have the lowest scores of driver satisfaction in areas that relate to their jobs and the highest measurements for questions that show drivers’ intent to leave their carriers.
The top-ranked survey question in the Stay Index is “my compensation is fair for the amount of work I do.”
Stay Metrics analyzed more than 15,800 surveys completed by drivers in 2019 who worked at 63 different carriers across diverse sectors in the industry that include dry van, tanker, intermodal, flatbed, reefer and expedited. Its research and analytics team interprets the dissatisfaction with pay as a byproduct of reduced miles.
“Every carrier who I speak to saw their average length of haul decrease in 2019 along with driver productivity. This has been a perilous combination for retention,” said Tim Hindes, chief executive of Stay Metrics. “Drivers unsatisfied with their compensation are leaving carriers in search of more miles elsewhere, but they may not fully realize that every carrier is going through the same trough.”
Hindes attributes some of the reduction in miles as intentional. Motor carriers are reengineering their freight networks to offer drivers more home time, but larger forces at work – namely the ELD mandate and explosive growth in e-commerce – are mostly to blame. E-commerce has created the need for shorter-distance models of freight distribution, he said.
Stay Metrics also noted differences in the Stay Index by gender. Male drivers appear to be more focused on pay fairness than women drivers, who tend to focus more on the honesty and support they receive from carriers.
“The recent Stay Metrics Stay Index Report echoed consistent themes among truck drivers: they want to work for companies with a driver-centric culture and get paid fairly for their time and service. Stress related to lack of home time, equipment troubles, and delays were highlighted as top concerns. While the focus of the report wasn’t specifically researching new trucking technology, integrating digital tools into everyday processes can address these concerns.”
The population of truck drivers in our country is more diverse than it has ever been before. People from all walks of life, every race or ethnicity, are finding their careers in trucking, even as the number of white males (the longtime core demographic of trucking) is diminishing. This diversity will continue to increase.
Currently (with some notable exceptions), transportation companies operate out of a “company-centered” culture. In this model, the needs of the company are critical, and the employees exist only to meet the organization’s needs.
Face it. Nobody likes to be talked at, least of all people who have places to go and freight to haul. Yes, we’re talking about driver orientation meetings — how to make them memorable for drivers and worthwhile for your fleet.
That’s the goal of “Turbocharge Your Orientation,” a detailed, five-page white paper just issued by Stay Metrics, a retention-strategy firm. “The big problem,” the company contends, is that, “teaching anyone is a challenge, and teaching adults who just want to get through orientation so they can start earning a paycheck is even more challenging.”
Stay Metrics, a provider of driver retention tools, has released a new research report detailing a multi-faceted approach for motor carriers to turbocharge their driver orientation and improve job satisfaction.
The report is available at no cost on the Stay Metrics website.
Recent results from driver surveys administered by Stay Metrics for clients during critical periods of early employment show that nearly one in four drivers are not learning what they expected to from their carriers during orientation, according to Stay Metrics CEO and Co-Founder Tim Hindes.
Every motor carrier must have an orientation training program to ensure that drivers comply with federal regulations and company-specific policies, but the impact goes far beyond compliance. Drivers begin entertaining thoughts of, “do I stay or do I go?” during the first hours and days on the job.
A new research report by Stay Metrics, a provider of driver retention tools, details findings from surveys to drivers about the orientation process.
Stay Metrics, which provides driver retention tools for motor carriers, has new research identifying the top 5 reasons why drivers will make referrals within the first 90 days on the job.
“Attracting new drivers is difficult across the trucking industry, making referrals from current drivers more important than ever,” said Allyson Smith, a Stay Metrics data analyst who compiled the list. “The results of our latest research project highlight the aspects of work that most influence a driver’s decision to refer their carrier to another driver.”
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