While gaps in the mandatory entry-level training (MELT) program may leave many new drivers unprepared for real-world challenges, panelists said during the annual Fleet Safety Council conference that these shortcomings can be addressed through robust finishing programs, effective mentorship, and practical support.
Inadequate preparation, insufficient mentorship, and unmet job expectations emerged as key factors driving turnover among new drivers.
Dana Allard, a professional tanker driver at Contrans Tank, and Shelley Walker, founder and chief executive officer of the Women’s Trucking Federation of Canada, both agreed that early misunderstandings about the job’s realities could discourage new entrants.
Allard recalled her experience as a new driver: “I get very lucky with the trainer I ended up with. He didn’t lie to me. He told me straight up what I was getting up to.”
For Steve Newton, director of driver safety and driver development at Challenger Motor Freight, his first challenge was the very first solo trip, which also ended up being his final one. That first trip was followed by him leaving the industry for two years.
“I was handed a set of keys and told, ‘Chicago’s that way. Figure it out,’” he recalled. “I can say with full confidence that, my first trip was my last trip, and when I finished the trip, I actually went and I worked in another industry for probably about two months, and then I got dropped back into driving.”
“I still remember to this day, I was driving on a highway, and it was time to take a break. I was a compliance nightmare. I couldn’t find a place to park because I didn’t have enough confidence at two o’clock in the morning to park in a busy parking lot with all these other truck drivers around,” Newton said. “So, I kept trying to find an easy place to park, and I think I ended up driving back to Canada. I was way over my hours. I was doing everything wrong. I didn’t know anything that I was supposed to do.”
To prevent new drivers feeling that way, Challenger has created a comprehensive eight-week finishing program, pairing new drivers with trainers who guide them through diverse on-the-job scenarios.
Newton noted that while MELT offers foundational knowledge and standardization of training, it cannot substitute for real-world experience and make someone comfortable behind the wheel, at the truck stop, or fully understand hours of service and other nuances of the job. This is why Challenger’s program focuses on situational training and comfort-building in both yard and road settings.
Support all drivers, communicate expectations
Walker added that new drivers often feel unsupported in areas beyond driving. She said it is important to teach drivers about their rights and responsibilities, adding this topic frequently goes uncovered during training.
Walker cited a WTFC survey, saying that most of the drivers — newbies and seasoned ones — said they weren’t taught about their rights and responsibilities when they went into trucking.
She added drivers often feel misled about job demands, time away from family, and the availability of support for personal issues. She shared an example in which a young female driver was denied flexibility for childcare, while a male colleague received accommodations for a DUI charge when he asked for a ride back and forth after being moved into the office. “We still have double standards in the industry,” Walker said.
Allard herself experienced this first-hand when she asked one of the drivers for help early in her career. “Put your big girl panties on,” was what she heard in response.
“That’s not supporting. And that’s what I would get nine times out of 10, ‘You wanted to do it, so do it. Don’t ask for help.’… I watched a male walk in and ask for help. The exact same situation. [They said to him], ‘Don’t worry, we’ll send you in with someone,’” she recalls. “That’s not fair. That’s wrong. There needs to be support across the board.”
Finishing programs must focus on developing skills
To help drivers gain the confidence and skills they need, panelists agreed that finishing programs must go beyond MELT’s requirements. Newton’s said the finishing program at Challenger pairs drivers with dedicated trainers for one-on-one coaching, focusing on practical skills and building familiarity with the company’s expectations.
Walker suggested companies foster open communication between trainers and new drivers, noting that personality clashes can hinder the learning experience. She said ensuring a good fit between trainers and trainees can help foster a supportive, effective learning environment.
Allard, who now helps train new drivers, encourages companies to take the time to understand each trainee’s learning style, as many new drivers respond better to active guidance rather than passive observation. “No two people learn the same,” she said. “When instructors take the time to get to know me, I’m able to absorb skills faster.”
Mentorship remains key
Mentorship, all panelists agreed, is central to successful driver retention and development. Beyond completing a finishing program, new drivers often require long-term mentors who can offer ongoing support and insight.
Walker highlighted that mentorship requires a personal desire to help others. “You can’t make somebody become a mentor. It has to be something that they’re really interested in, because we can’t look at it as just another aspect of the job,” she said. Walker also advised companies to give mentors breaks between assignments to avoid burnout and help maintain mentors’ engagement and enthusiasm. Her other tip was to avoid assuming that new drivers want to be paired solely with mentors of the same gender.
Allard, meanwhile, advocated for the creation of informal mentorship groups within companies to support new drivers beyond their initial training. She said her mentor still remains a valuable resource, helping her with challenges and offering advice even years into her career.
Simulators: An additional tool for skill-building
Finally, the panel discussed the use of simulators to enhance traditional training methods. Newton shared a story of how just one simulation session helped one of Challenger’s safety managers avoid an accident in real life by practicing evasive maneuvers.
During a brief 10-minute session, the safety manager, initially skeptical of simulators, practiced evading cars cutting him off, learning to steer where the car came from versus where the car was going. The very next day, driving with his family, the manager instinctively applied this technique when a truck’s tailgate flew off in front of him.
“He called me and said, ‘We’re getting a simulator. I would never have done that.’ He said, ‘Typically, my reaction would have been to steer towards where it was going.’ And so,10 minutes in the simulator changed his perspective and also prevented an accident,” Newton recalled.
Walker agreed on the utility of simulators, especially in teaching hazard perception and responses in controlled scenarios that would be difficult to replicate on the road. She noted that while many seasoned drivers view simulators skeptically, liking them to video games, these are still good tools to brush up on skills and adapt to new technologies.
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