The long-term employability of Dutch lorry drivers is under pressure. High workloads, long-term absenteeism and a persistent staff shortage are making the profession of lorry driver increasingly challenging. By providing managers with the right tools, these problems may be better addressed in the future. This is the finding of research by Wouter van Zwol, who will be awarded his PhD at Radboud University on 6 July.
Van Zwol, who conducts research into leadership behaviour and organisational psychology, focused on how managers can contribute to a sustainable career for lorry drivers. ‘There is a great deal of research into managers in traditional office jobs, but we know relatively little about managers trained on the job and so-called “blue-collar” workers. These groups are under-represented in the academic literature, whilst the practical sector really has its own unique dynamics. This makes it difficult to determine whether existing leadership programmes are aligned with the realities of this sector.’
The gap between drivers and managers
And this has consequences: in interviews with drivers and managers, Van Zwol discovered a clear gap between the two. ‘Dutch lorry drivers have specific aspirations regarding their careers, but these are rarely discussed with their managers. One driver told me, word for word: “This hour with you is the most I’ve ever talked about my work and career since I started here ten years ago.”’
Many people view the work of lorry drivers as routine and simple, and sometimes even as a stopgap job. ‘That perception also seeps into organisations,’ says Van Zwol. ‘There is a clear mismatch between how managers view drivers’ careers and the reality of a driver’s job. As a result, managers often underestimate drivers’ aspirations for development and their capabilities, whilst those drivers feel that little is expected of them. This cycle perpetuates itself and limits opportunities for development.’
Improving long-term employability
To bring about change, Van Zwol developed a so-called Learning Community for managers within the transport sector. Sixteen managers took part in monthly sessions over a six-month period, guided by a facilitator with an affinity for the sector. ‘The aim was to work with this group to identify: what do we, as managers, need to improve the long-term employability of our drivers?’
According to Van Zwol, managers showed particular interest once this shared problem of staff availability was explicitly highlighted. ‘We all want to reduce absenteeism and staff shortages. By pointing out to managers that one way to achieve this is by providing better support for employees, you can make a real difference. And if you can ensure that drivers stay in their roles for longer and perform better, companies in the sector will also benefit. Hopefully, in this way, we can work together to foster greater understanding for an important professional group that keeps the Netherlands moving.’
This research touches on a broader theme that we also address during our ICT&Logistiek and Logistica Next events: human capital, people and organisation, and the structural staff shortage in the sector. How do we ensure that people remain employable in the long term, can develop their skills and are retained within the industry? And what role do leadership, culture and collaboration play in this?
It is precisely these kinds of issues that come up at our events, where we bring together stakeholders from the sector not only to discuss the problem, but above all to work on concrete solutions.
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