Let’s face it – tow truck driving can be a long and thankless job. So, if you’re in charge of hiring and firing drivers, how do you do more hiring and less firing? Ask yourself:
Why are drivers leaving?
Do some research on why people leave jobs, and take a long, hard look at if your business falls into those categories.
Do my employees feel listened to?
Communication is the key to all relationships, and in a business, it especially needs to be a two-way street. So, use your words or lose your employees.
Do your employees feel appreciated?
For goodness sake, have a Taco Tuesday or a Donut Friday. Say “thank you” or “good work” occasionally. Work is work, but it doesn’t have to be soul-sucking. Your drivers get enough crap out in the field; don’t let them get crap at the office too.
What am I asking of my employees?
Consistency is key. Make sure that what you expect out of everyone is clear-cut, measurable, and realistic as a goal.
What can I do to help my employees?
If someone isn’t meeting expectations, talk to them before you just pull out the pink slip. Let them know that you’re in their corner and you want to help them improve.
How’s my training?
Even if your drivers come from a history of towing, you can’t expect someone to follow the rules of your company if they don’t know them in the first place.
Does everyone know how to stay safe?
Towing is risky. Make sure your drivers know exactly why and how to avoid getting hurt.
Do I have scheduled time with each of my employees?
One-on-one meetings can help you learn an employee’s strengths, weaknesses, and personalities, plus possible personal complaints. It shows people that you care about them as a person, not as a money-making machine.
Hopefully, these tips can stop your hiring process from turning into a money sink. Wanna know how to stop your insurance coverage from being a money sink? Start chatting up our agents by clicking on the chat bubble in the bottom right-hand corner.