What Do Drivers and Technicians Want?

Companies that can keep drivers and technicians happy won’t need to waste resources replacing staff that leave for greener pasture

The 2024 Gray, Gray & Gray Energy Survey reported that 66 percent of responding companies only anticipated needing to fill between one and five new positions for last year’s heating season. And while 56 percent answered that they offered “inflation, mid-year, out-of-cycle, incentive-based” raises for both hourly and salaried employees to retain employees “that they [had] not done previously,” 23 percent said they did nothing to keep their staff. The survey respondents gave a virtual shrug to the other retention options offered: additional paid time off; sign-on or referral bonuses; flexible work schedules, or improved employee relations and training. Each of these garnered results of 6 percent or less.

When two-thirds of a group are only looking to fill a position or two, one would not think there was a large issue. Especially when the group does not seem to be looking at solutions beyond higher salaries. However, casual conversations with liquid fuel retailers regularly return to the issues of finding, and keeping, good staff.

Most of the media coverage related to driver shortages focuses on long-haul transport and OTR drivers. Whether these drivers are home a few times a week or a few days a month, that lifestyle is much different than that of a fuel-delivery driver with a local route. The staffing issues, however, have many similarities.

The American Transportation Research Institute has noted that the driver shortage has been among the top ten carrier concerns for more than a decade, and the Bureau of Labor Statistics has flagged it as a concern since the 1980s.

A 2024 study estimated that losing a driver cost transport companies approximately $12,799. At the same time, there is debate as to whether there is a long-haul ‘driver shortage,’ or a turnover problem, as some large companies have turnover rates of 80 percent or higher.

It has also been estimated that there is a shortage of approximately 110,000 HVAC technicians (across all energy sectors), with approximately 25,000 technicians leaving their companies each year.

Many of the perceived causes of any driver shortage are also blamed for the difficulties HVAC and heating companies find when looking for technicians, most notably the aging (and retiring) workforce combined with fewer and fewer newer, young workers taking up careers in the trades. These issues persist even as many liquid fuel companies hire (or train) staff with both technician experience and their CDL-Hazmat, so they can cover both positions.

“As this workforce continues to age and with fewer replacements by younger workers each year, the pool of available workers shrinks and intensifies competition for quality employees – including competition with adjacent industries like long-haul trucking, logistics, construction, and commercial HVAC services,” explains Griffin Sharp, Director at Cetane Associates. “This fierce competition can lead some owners to take more chances on high-risk employees or on efforts to poach employees from competitors. The net result pushes wages up for skilled workers and makes it ever more difficult for these same companies, particularly smaller ones, to hire and maintain their workforces.”

Job Searches, Experience Requirements and Salaries: Clarity Required

A search for “HVAC Technician” results in hundreds of listings within a 25 mile radius. Most require several years of experience. Listings for a “junior technician” require 3-4 years of experience, and “entry level” positions “prefer” at least a year under the applicant’s belt. Where are positions for recent tech school grads? Where are the training programs needed to build a workforce, and build company loyalty at the same time?

To make it more confusing, listed salaries appear deceptive, with gaps of as much as $35 between the high and low offers.

• “Residential HVAC Tech,” 5 years required, $35-$50/hr
• “HVAC Technician,” 5 years commercial, $25-$60/hr
• “HVAC Service Technician,” 3 years, $25-$55/hr

How is an applicant to know what to expect with a range that large? Most will anticipate that the company is throwing the higher salary out as bait, but is only offering the bottom rates. When the initial impression is one of deception, it can be hard to find individuals willing to work.

Offer More to Get More

What do drivers and technicians want? What is the magic combination that will bring new employees to the heating company’s door and keep them?

“At a long-term level, the most significant obstacle for employers of skilled tradespeople is supply – fewer young people are entering the workforce as drivers and technicians.  Reasons for this include both changes in priorities for new generations, as well as an education system that is far too dismissive of the trades and too focused on college education at any cost.  To overcome these hurdles, businesses will likely need to get more active in growing their own workforces from scratch,” explains Pam Giordano, Director at Cetane. “This could take a variety of forms, from partnerships between companies and local high schools or community colleges to offer exposure to and training in commercial driving or HVAC; to standing up their own dedicated training and continuing education programs for drivers and techs. These kinds of programs can be designed and run by individual companies or in collaboration with trade groups or other local operators. While many delivery and service companies may offer or pay for training for workers already interested in a job, developing formal and ongoing programs in exchange for an employment commitment can help to build a steady pipeline of talent so that staffing needs are met over the long term.”

Some other thoughts:

Money is, first and always, a draw. These professionals have trained and put in their time, and want to be paid accordingly.

More training, more technology, and better equipment. Younger employees will be looking for modern, state-of-the-art digital tools. Older employees may need training on this equipment. All technicians should be prepared for new, smart tools, digital integrations, and online estimates and tickets.

Paid time off. A company that acknowledges its employees are human beings who occasionally need time off will have better relationships and fewer turnovers. Providing flexibility when possible will make drivers and technicians more amenable to the never-ending days of winter.

In the long run, it boils down to common sense. When you find good people, pay them fairly, and – more importantly, treat them well.

Related Posts