Trucking HR Canada gathered three private fleets recently to take an inside look at their approaches and practices that help drive their performance as Top Fleet Employers. Leaders from Canada Cartage, Home Hardware, and Ryder provided insights into how their companies tackle retention, leadership development, culture, and inclusion — and what other fleets can learn.

Private fleets may have an easier time finding and keeping drivers than for-hire fleets. Their drivers tend to be home more often, are more likely to be paid by the hour, and sometimes enjoy better pensions and benefits. Even so, attracting experienced, high-quality drivers remains a challenge.

How are they tacking this? Let’s take a look:

Communication, culture, and connection

Retention is not one single initiative, according to Jen Knight, director, talent acquisition, Canada Cartage. It’s the everyday experiences that help staff feel seen, informed, and valued. Their recent engagement survey shows that connection, communication, engagement, and recognition programs all contribute to retention.

Ameer Bourhani​, HR business partner ​with Ryder outlined the key elements to Ryder’s culture that contribute to high retention: a strong onboarding process, first-day safety training, regular touch points with supervisors and managers, clear and consistent feedback, and opportunities for growth and development.

Jason Libralesso​, director, transportation​ with Home Hardware outlined their talent pipeline. It starts with supports and mentorship for new drivers but also includes dedicated equipment and a strong maintenance program. Communication opportunities like town halls and roundtables allow drivers to contribute to safety, productivity, and relationships with other parts of the organization.

My favorite take-away from the webinar came from Libralesso quoting his vice president saying, “We can’t fix secrets.”

So true.

Using technology to empower a learning culture

Bourhani says Ryder stays ahead by having dynamic and forward-thinking leadership. Leading with intention, awareness, and commitment to continuous improvement means they’re shaping the future of work, not just adapting. They seek out learning opportunities on emerging technologies and supply chain innovations, and work to be creative and strategic to build a culture of education.

According to Libralesso, an important approach for Home Hardware is recognizing how technology benefits the whole team, not just teaching how to use it. New technologies can increase safety awareness and efficiencies, especially for long-tenured drivers. They also publish names of top performers, those with very high safety and efficiency scores, particularly with idling. He says they see a lot of collaboration on technology and driving skills between younger and older cohorts.

Knight outlined the ways Canada Cartage recognizes that advances in technology, changing demographics, and the arrival of newcomers to the industry are shaping the way fleets operate. She says they’re embracing innovation while investing in people with training and upskilling. The goal is to teach that technology is a tool to make employees’ lives easier, which helps build engagement and productivity.

Transferable lessons for all fleet types

Canada Cartage knows the fundamentals remain, regardless of fleet type, says Knight. Their top two lessons are communication and flexibility, along with recognition. Leadership needs to communicate clearly and transparently, and they value celebrating successes with the entire organization.

Libralesso says recognition goes a long way at Home Hardware, taking a variety of forms. They publish names of high performers, give tokens of appreciation, and have an annual safety banquet. They also make sure there are many opportunities for feedback through committees and roundtables.

Ryder’s strong onboarding is a huge part of engaging with individuals, according to Bourhani. Consistent touchpoints, recognition opportunities, and town halls help recognize individuals, and regular communication, especially with drivers who might be hard to reach, is vital. They use a variety of media, such as TV screens in drivers’ lounges, email, and a good old-fashioned monthly newsletter to have a positive impact and communicate their core values.

Resources and support

Many TFEs use Trucking HR Canada’s suite of free resources and are part of a community where they can learn from and seek support. In the end, it’s not complexity that drives success, but consistency, especially from leaders who put their people first.