Tip of the Week - 01/31/2025

Whether an employee provides proper two-week notice, no notice at all, or simply stops showing up—employee churn has been a persistent challenge. It remains a significant issue that fleets encounter in their efforts to achieve and maintain their desired headcount. For the sake of this discussion, let’s address it purely from an HR and retention perspective, rather than the scenario of an employee leaving their truck and a live load stranded alongside I-35. What should you do when an employee quits—whether they walk off the job in frustration or hand you a well-worded two-week notice? And how can you work internally to prevent this from happening in the first place? Some employees may simply be a lost cause. Managers or others who work closely within your organization might say, “Let them move on.”

However, for those employees you wish to retain who have proven to be dependable and safe, here are three strategies to implement at your company:

➡️ Designate someone at your company to intervene as soon as an employee quits to see if you can address their issues and convince them to stay at your company. Assign someone specifically to this task, whether it’s a recruiter, a designated retention manager, or even other managers. Regardless of who it is, have them contact those who have quit immediately and work to identify the root cause of why that employee is leaving.

Employees often may not provide a reason when they quit or submit their notice, or they might mention something that frustrated them that day or week. However, they may actually harbor lingering frustrations about other issues. It's important to let them know you’re listening to their concerns and that you will do your best to address them. Then, reaffirm the strengths of your company—remind them why they chose you, what they appreciate about you, and why they should stay. These conversations are crucial for long-term retention and for identifying areas to enhance their experience.

➡️ Develop a re-hire campaign. For employees who have left the company, the grass often isn’t greener in their newly chosen jobs. Equip your recruiting team to conduct outreach and check in with them as part of a rehire campaign. This is a low-cost option for attracting high-value candidates you know are qualified for the position and could be rehired. Test various rehire strategies to discover the messaging and approaches that work best for your company.

➡️ Refine your exit coding process. Many organizations use exit codes to identify the common underlying reasons employees leave, allowing them to address those issues internally. However, many exit codes are often vague, inaccurate, poorly coded, or not coded at all. Therefore, even if you cannot convince an employee to remain with you, strive to genuinely uncover the reasons for their departure and document them accurately. Subsequently, ensure that this data is actionable. Establish clear and consistent departure codes, categorize them effectively, make them actionable, and develop strategies to enhance retention.