Innovative Minds: How the Next Generation is Transforming the Trucking Industry

Citing insights from a recent discussion in Phoenix, it’s clear that young professionals entering the trucking sector are bringing fresh ideas and a new approach to workplace culture. They’re pushing for flexible work arrangements and emphasizing mental well-being as key components of their careers.

“We must advocate for the changes we want to see in our industry,” stated Jason Douglass, who oversees operations and recruitment at James H. clark and Son Inc.

Douglass was joined by Samantha Bodnar of D.M.Bowman Inc., and Ryan Whelan from Volvo Trucks Canada during a panel at the Truckload Carriers Association’s annual meeting held earlier this year. All three are alumni of the Elevate TCA Young Leadership Program.

The shift in workforce demographics is prompting employers to rethink their strategies for attracting and retaining talent as seasoned workers retire.

“Nearly 30% of today’s workforce belongs to Generation Z,” Whelan noted. “This generation values job satisfaction beyond just financial compensation; they seek meaningful experiences and a positive workplace culture.”

The Importance of Fit

Bodnar highlighted that even leadership roles are seeing younger faces more frequently now than ever before.“Our executive team has become considerably younger—by about 15 years on average,” she remarked.

Finding employees who align with company values is crucial for retention, according to her.

“You should look forward to going into work each day,” Bodnar emphasized.

D.M. Bowman employs thorough interview processes—including follow-up interviews—to ensure new hires fit well within their teams.

“Hire intentionally,” Douglass advised. “Ask meaningful questions that help both parties determine if its a good match; or else,you’re wasting time.” 

This desire for alignment extends beyond office staff; today’s drivers also crave supportive environments where they feel valued.

“Older generations often faced rigid structures at work,” Douglass explained, “but today’s employees expect their voices to be heard.”

This need for flexibility includes time off requests—especially during an employee’s first year on the job.

“It shouldn’t just be office workers who get special considerations,” he added.“Drivers have personal lives too—they plan weddings or travel with family.”

For instance,

“I have one driver who takes an entire month off annually just to go deer hunting,” he shared.

Understanding individual needs can significantly lower turnover rates—a persistent issue in trucking.”The more adaptable you are as an employer, the stronger loyalty you’ll cultivate among your team,” said Brad Klepper from Driver’s Legal Plan.

Bodnar echoed this sentiment:

“if you don’t offer flexibility, someone else will—and they’ll take your drivers with them.”

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Mental Health Matters

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Flexible vacation policies not only benefit employees but can also save companies money over time.

Douglass pointed out that hiring a new driver costs around $7,000—a notable investment.

Mental health support is increasingly vital among younger workers; emotional wellness resources can make all the difference.

​“Our drivers frequently enough spend long hours alone on the road,” he noted. “Whether dealing with personal issues like divorce or caring for sick children, they need someone available to talk.”

He stressed ther should be no stigma attached to seeking help:

​“Therapy changed my life—I encourage my drivers to access those resources.”

D.M. Bowman has implemented similar initiatives through partnerships focused on driver retention.

​“They check in regularly during those critical first six months,” Bodnar explained.

Younger professionals tend to thrive when given opportunities for growth through structured programs.​“There’s so much we can learn from one another,” Whelan remarked.

Volvo Trucks Canada offers mentorship programs allowing newer employees exposure across various departments—fostering connections along the way.

​“Experienced staff must be willing mentors while newcomers should embrace learning opportunities.”

D.M.Bowman has also rolled out management training initiatives aimed at nurturing talent throughout its ranks.

As veteran drivers retire,Doulgass expressed concern over losing invaluable knowlege:

“Many carriers likely have seasoned pros eager mentor newcomers.”

While fostering positive workplace cultures helps retain staff,a major hurdle remains expanding interest among potential recruits into trucking careers:

Raising awareness about what these jobs entail—especially targeting young graduates—is essential.

Whelan pointed out:

“Unless you’re born into it or know someone already involved—it may not seem appealing.”

Although Bodnar grew up surrounded by transportation due her grandfather’s legacy,she initially had no plans join him until circumstances led her there:

“I thought it seemed dull back then—but now I find immense joy being part this community!”

whelan encouraged others leverage platforms promote positive narratives surrounding truck driving:

“There’s endless room grow & evolve within our field!”.