Sample Sidebar Module

This is a sample module published to the sidebar_top position, using the -sidebar module class suffix. There is also a sidebar_bottom position below the menu.

Sample Sidebar Module

This is a sample module published to the sidebar_bottom position, using the -sidebar module class suffix. There is also a sidebar_top position below the search.

Top 5 ways mobile tech has changed driving

By RoadPro Family of Brands

Mobile technology has revolutionized truck driving, making drivers more connected than ever before and changing how they work, relax and interact. Here are five ways it’s happened:

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Dream gear for truckers

By RoadPro Family of Brands

In 1899, Charles Duell, commissioner of the U.S. Patent Office, is supposed to have said, “Everything that can be invented already has been invented.” Duell was clearly shortsighted and, just as clearly, not a truck driver. The history of trucking is one of steady technological advancement, and there’s no reason to think it’s reached an end.

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Medium duty truck OEMs meet challenges by listening to customers

In 2016, Original Equipment Manufacturers (OEMs) of medium duty trucks continue to tackle the same challenges as in years past: optimizing fuel efficiency and emission control; right-sizing vehicles to meet customers’ needs; adopting new technologies that spawn greater efficiencies; and creating comfortable, safe vehicles for operators.

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Coming Attractions

Better aerodynamics, improved oils, enhanced stability ... and trucks that drive themselves? They may be closer than you think.

“Some of the things that are happening now are making the average driver closer to the best driver.”
– Jennifer Rumsey, Cummins

At first glance there was nothing unusual about the two trucks and three cars merging with other traffic on a highway near Barcelona, Spain, but there was nothing usual about the way they were controlled.

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Big Gains, Super Trucks

Manufacturers close in on trucks which will offer 10 mpg

NASHVILLE, TN -- At a time when a truck’s typical fuel economy floats around 6 mpg (39 litres/100 km), the promise of 10 mpg (23.5 litres/100 km) may seem like a pipe dream.

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Current News

Retention for the Future of Trucking

As we look ahead, we recognize that retention is a critical component of the trucking sector’s business model and success in retaining a strong workforce. At a point where we have a skilled worker shortage, we cannot afford to lose our assets: our driving force who keep the economy moving and our businesses growing.

We have companies with varied turnover rates and those rates result in dollars lost. We have companies that have varied hiring practices, which inevitably result in varied retention rates.

The reports indicate that the skilled worker shortage will continue to increase as we move toward 2024. It’s time to reinforce our retention practices so we can reduce our turnover rates – resulting in strong retention practices.

It is a topic worth considering. We need to put the same level of effort into retention as we do into recruitment. Why is retention a challenge? What areas are we missing that create this barrier to stronger retention rates? Do we accept high turnover as the cost of doing business?

Let’s take a step back. The loss of one driver can have a potential cost implication of up to $5,000 (this may be low for some companies) to replace the professional driver. Lose 10 drivers and suddenly you are at a loss of approximately $50,000. In a sector where margins are tight, can we afford those types of losses without exploring why and how we can do better?

Understanding why we lose people in our sector can be challenging. Even the best exit survey strategies do not always yield the information we need to remove barriers and retain the individual or offer insight into what we can do differently; however, the survey is an essential tool that provides an opportunity to learn... it just needs to go beyond the surface. We need to go to the beginning at the point of hire.

The first thing I think about when looking at retention is trust. Is there trust being built at the recruitment stage – at a level that can be delivered beyond the promises made at the point of recruitment. Can we deliver the pay, home time, benefits, flexibility and everything else that we have promised?

Trust is a deal-breaker for many of us. If you promise professional development in the first year of an employee’s career and then do not offer it, you have broken trust. If you promise a raise after a three-month probation period and do not provide it, you have broken trust. If you promise a professional driver that they will be able to be home for special occasions and you do not get them home, you have broken trust.

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