The people in the transport industry are the heart of the haulage sector – from the drivers behind the wheel to the mechanics ensuring the wheels keep turning. Despite their crucial role, staff turnover is high, which presents a significant challenge in keeping Sweden moving. The driver shortage has been a reality for several years, and the industry is actively working on various initiatives to address this challenge and secure the future of transportation.
However, despite these efforts, we still see high turnover rates among drivers and technicians – something that can become a costly issue. Why is this happening? How does staff turnover impact profitability? And what can employers do to retain their workforce and increase profitability?
What Does Staff Turnover Cost?
When an employee leaves the company, it is not just about recruitment costs. Finding the right candidate takes time, which can lead to production stoppages and increased workload for those remaining. Additionally, there are costs for onboarding and training new employees – an investment that often takes time before yielding returns.
What Does a Truck Driver Cost Beyond Their Salary?
According to the latest salary statistics from SCB, a truck driver earns an average of SEK 32,500 per month. This equates to an actual employer cost of approximately SEK 45,500 per month or around SEK 545,600 per year. This total cost includes:
- Holiday pay, employer contributions, collective insurance, and special payroll tax on pension costs.
This means that the employer’s cost is approximately 30% higher than the gross salary, highlighting the importance of accounting for these additional expenses when hiring new employees.
Long-Term Recruitment of Young Drivers
Did you know that almost one in ten people working in the transport industry is between 18 and 24 years old? This makes the transport sector a crucial gateway for young people taking their first steps into the job market. Providing these young workers with the right conditions is not just about strengthening their future – it is also an investment in the industry’s long-term competence supply.
In a competitive job market, it is essential to offer:
- Attractive working conditions that balance work and personal life.
- Clear development opportunities that provide a career path.
- An inclusive culture where employees feel appreciated and respected.
By prioritizing these areas, the transport industry can not only attract young talent but also create a work environment where they want to stay and grow.
How Do We Create Conditions for Them to Stay and Develop in the Driving Profession?
According to a survey by TYA, young people in the transport industry highly value security and inclusion. A full 88% of respondents believe that a good introduction when starting a new job is crucial for a positive experience, yet only 33% feel that the industry actually delivers on this. Furthermore, 78% want equal treatment for all, but only 27% believe the industry is inclusive enough.
When young people choose future employers, they primarily prioritize security. Factors such as permanent employment (88%), a good reputation (87%), and an inclusive workplace outweigh modern vehicles and machinery. This shows that stability and professionalism among employers are crucial for attracting and retaining young talent in the transport industry.
Retain Employees and Increase Profitability
Creating an environment where employees feel valued is not just about building a strong corporate culture – it is also a direct path to increased profitability. When staff turnover decreases, resources are freed up that can instead be invested in business growth and development. An engaged and stable workforce contributes to strengthening competitiveness and securing future success in the transport industry.
What Do You Do to Retain Skilled Employees While Increasing Profitability in Your Business?
