Truck Driver Shortage: A Crisis to Combat

It has been said a hundred times before, and here we will say it once more – Truck drivers are the arms & legs of the logistics industry that will leave us crippled without. While the profession may have been overlooked because of unpleasant stereotypes and how it has suffered discrimination as a blue collared job, ironically, it is the one that is needed most and of great importance. At the present time where many drivers are leaving their posts to land a job that proposes better benefits, compensates more, and secures enticing labor conditions, it has always been a dilemma to keep up with the overwhelming growth of the industry and maintain a healthy pool of drivers both at the same time.

This situation of deficiency that we call an Industry plague has given companies and businesses a challenge to captivate the interests of new drivers on a more innovative and creative approach since we all know that the roles that they play are extremely indispensable.

Let us bring light to these questions that have been circling around for quite some time now:

Why? | How?


Why is there such shortage?

  1. Covid-19 Pandemic

    Though the lack of personnel started a few years ago, the current world’s state triggered a lot of drivers to be separated from their jobs. Onset of 2020 when all the travel restrictions and lockdowns were in effect, a time when there were no goods or products to transport on a day-to-day demand from businesses like restaurants, retailers, and supply chains that were also temporarily closed left majority of logistics companies with no choice but to lay-off several of their employees, drivers included. Now those former truck drivers have decided to take a new career path, whatever it may be that can sustain their families’ needs. But came 2021-2022 when the world started to slowly recover and get back up to live somehow normal lives’ routine amidst the virus, it left plenty of driver seats empty with deliveries requiring to be fulfilled.


  2. Poor employee retention programs, and high turnover rate

    Following Maslow’s Hierarchy of needs as a theory of motivation is a good foundation that is oftentimes neglected by a lot of trucking companies. From level 1 - basic needs which is mainly their wages that are flagged as minimal and insufficient especially for the total hours they’ve worked vs their only accumulated miles; to level 2 which is security and safety. The truck driving profession is well-known for being high risk, takes a toll on physical and mental wellbeing, and safety & health hazards. Level 3 – achieving deeper and meaningful relationships but what happens is that it’s between the truck drivers and the road at the end of the day. The connection and communication are an obstacle in their situation being away from home and working alone. Level 4 – esteem which is about respect, recognition, and freedom – but unfortunately, truck drivers face great discrimination and lack of appreciation, and freedom which may be hard to defend as they are tied up with their respective routes. Lastly, level 5 – self-actualization, aka fulfillment needs, achieving one’s full potential. This is where our field professionals usually gauge their current career standing & the company’s provided opportunities for them (more home time, better compensation, more perks and benefits, flexible routes, etc.). In hindsight from majority of companies’ experiences, it is better and cost-effective to retain employees rather than to keep replacing them with new ones as training and on-boarding are both time consuming and costly. The shortcomings on the elaborated Hierarchy of Needs are what makes drivers and potential drivers abandon the idea of even continuing/pursuing the role. Here at AJG Transport, we take time to listen to our drivers and get feedback from them as much as possible. While our team of dispatchers are working hand-in-hand to deliver our driver’s informative needs on the road, we still see to it that our drivers’ welfare is prioritized and supported in all aspects therefore flexible routes and adjustable time home options are part of many things we dedicate with their line of work. AJG Transport believes full transparency between both parties hence the strength & genuineness of our relationship with our mighty truck drivers.

  3. Recruitment aspects

    Companies prefer to hire experienced drivers that creates a very narrow road for new aspiring drivers who are only about to obtain their CDL, which also takes time and money in the areas of apprenticeship and training. That also means that the aspiring drivers who are young and doesn’t have much road exposure yet are oftentimes not given the opportunity to fill the gaps of driver insufficiency thus creating a secondary effect on unhurried replacement of the retiring ones.

    Another issue is that because the job role requires physical endurance and capability (like doing basic mechanical fixings & replacing truck tires) plus a lot of time on the road, it has been apparent that the population of truck drivers across the country is composed of the male gender. In comparison with the usual jobs out there where men and women confidently deliver the same output, in the trucking industry, only a very small percentage of drivers are comprised of women. This does not imply discrimination nor gender typecast because it is witnessed in the actual world where female professionals may not have the preference as a truck driver because of many possible factors aside from safety, like the time away from their children as well. If this is the case, then there is no doubt why truck driver shortage keeps growing every year.

  4. Rising costs of doing business for smaller carriers

    As larger carriers somehow mitigate the skyrocketing prices of fuel, that goes the other way around for smaller companies with limited working capital. In this current inflationary environment, hundreds of trucking companies are no longer capable of covering the costs of keeping the business stay afloat that’s why they have declared bankruptcy. This also paved way for larger players to take advantage of the growing demand for transport, therefore leaving a huge number of spots to fill. Aside from covering fuel increases, adjusting cents per mile made an impact to small carrier drivers are not compensated appropriately, it created a gradual interest to shift into another career that is beyond a truck driver’s life’s comfort and safety.

  5. Third Party Logistics’ Unregulated business practice

    It is a harsh reality to discover that people in the trucking industry, the drivers themselves, do not get paid for hours they spend at work but the miles they run. The profession was once an established and well-paying job until such time unregulated business practice/deregulation arrived.

    Deregulation has opened doors to basically any business with a transport vehicle moving anything to anywhere to whatever rate, from exclusive companies had licenses to take freight on specific routes for X amount of rate at a given pace. As a greater number of small to large carriers pierced through the trucking industry’s post-deregulation, rates collapsed followed by truck driver wages plummeting. This meant that truck drivers are already getting paid less than they’ve worked for, and what they are working for is now twice as productive/busy as their usuals before cease of regulations. The price for trucking became more affordable in a sense, though the supposed ability for truck drivers to make a decent living that they truly deserve has dissipated.

  6. Slow rise of Manufacturing which is currently at a lower volume than previous years

    Fortunately, after series of lockdowns and containment at the height of the Covid19 pandemic, from 2021 to present the US economy has slowly started to come out of the surface. But downside is that the economy is left with a disastrous matter to deal with, which is the disarray of supply chains and prompted shutdowns that resulted to lower consumer demand and reduced industrial activity. With the lifting of restrictions, demand has gone through the roof once again, but manufacturers still face difficulties to completely bounce back. As expected, it became mayhem for the manufacturers and distributors of goods since they are not able to accommodate as much as they did pre-pandemic for a lot of reasons. Leading to a much unappealing face of the transport industry, the latter has initiated quite a number of drivers to look the other way and settle on a job of different nature but steady status. This pandemic has unraveled vulnerability in these sectors where a delay on one part of the chain will then create a ripple effect to the rest, from manufacturers to suppliers and distributors, down to companies suffering from high turnovers.


How will trucking companies counteract driver shortage?

The trucking industry’s bloodline is its drivers, therefore recognizing such factors that affect the population of truck driving professionals is vital to the success in overcoming the said crisis.

With that, it is best to formulate ideas on how to preserve and encourage the professional sector that truck driving is still a sustainable and rewarding career. A few things that companies can apply to fulfill the duty of protecting the heroes of the industry are the following:

  • Make room for improvements on compensation & incentives
    Money is the number one driving source of motivation for all employees as it is the reason why the put themselves to work in the first place. It may be increasing mileage rate or start paying per hour. If drivers see that they are valued and paid for with the amount of effort and skill they put into the job, then it will not only retain existing ones but will definitely attract other skilled personnel there who would want to explore the world of transporting career.

  • Adjust the scope & versatility of recruitment
    From underutilized groups such as women drivers, ex-military personnel, and many others that are willing, capable, and qualified to shift from a non-transport related job to the driving profession. Some companies are reaching out to a bigger audience to find potential drivers by recruiting women, ex-military personnel and opening doors to other foreign workers.

  • Help satisfy self-actualization, the highest tier of needs motivation
    This can be done by giving appropriate bonuses or rewards, as well as recognitions and certificate of commendations to good performance and positive driving behavior. This is not only to boost your truck driver’s morale, but this is to show that their dedication and hard work is visible and will not go by undervalued. This will inspire them to stay on the job and continue to do well.

  • Guarantee good working conditions
    This is the main issue of truck drivers with the companies they work with. From extra actions of improvement applied to safety, mental and physical health hazards, another way to make up for the given risks and unavoidable stress on the road is to give drivers ample home time by assigning shorter routes from time to time so they would be able to be home as often as possible. Plan more efficient routes based on their home base/terminal area.

  • Lastly, create and plan out a strong career path for them
    Some drivers get lost in circulation after quite some time of being in the profession, thus some questions arise like what kind of future awaits them? Making position advancements every now and then to well-performing and tenured drivers will spark discipline, determination, and inspiration to go on their working days as a recognized professional. The idea of taking a step forward alongside their growth and personal improvement will make the company stand out as it is not the traditional driving culture of just earning thousands of miles until such time retirement is just around the corner.


So, before the trucking industry finds itself with massive fleets and absence of skilled and reliable drivers to operate the equipment, companies should start to re-evaluate what they can offer to resuscitate the truck driving profession.

Because without these professionals, trucks are going to stay at their parking bays until touched.

And the country really needs these trucks.


Here at AJG Transport, we have high regards to our truck drivers that manifests through our respect, admiration, gratitude and need for them. We find ways to suffice their needs and preferences as much as we possibly could, without compromising professionalism & the standards of the company.

We take pride in representing all our truck drivers as a whole, and we are also honored to be embodied by such powerful & wonderful people that they are.

More importantly, this is a gentle reminder that it’s time for trucking companies out there to hear your drivers out and start taking down notes.
Because here, AJG listens.

AJG Transport Operation Team