Improving Driver Retention with Clean Energy

If your drivers value more competitive compensation and a healthier work environment, consider making propane autogas a part of your retention strategy.

Adobe Stock 285968544

According to the American Trucking Association, turnover rates for drivers in some industries are over 90%, with most drivers turning to a new delivery company in search of better pay and a better work environment. For companies to stay competitive, finding a solution to improve driver retention is a must.

One facet of their business fleet owners may not think to look at to solve this problem is the energy source they’re using to power their vehicles. By transitioning away from diesel or gasoline to a clean energy source like propane autogas, fleet owners can save money to invest back into driver’s salaries and provide an improved working environment with lower emissions.  

Provide Better Pay

One of the main reasons fleet owners transition away from conventional fuels to propane autogas is because the clean energy source provides the lowest total cost of ownership thanks to affordable fuel and maintenance costs. Propane autogas can beat gasoline or diesel on price per gallon by as much as 50%. The wholesale cost of propane autogas falls between the price of oil and natural gas, which are the fuel’s two sources. Because of this, propane autogas prices don’t fluctuate as sharply as other fuels, so fleet owners are able to manage fuel budgets more easily.

Fleet owners that transition to propane autogas also see savings on their maintenance costs. Propane autogas doesn’t need added fluid or filters, and since propane autogas is a clean energy source, the engine doesn’t require the expensive exhaust after-treatment systems diesel engines need to meet emission standards.

According to a survey of fleet end users conducted by the State of Sustainable Fleets, a majority of respondents found the affordability of propane autogas vehicles to be equal to or better than diesel and gasoline based on fuel cost (86%), maintenance cost (76%) and total cost of ownership (74%). Smart fleet owners can invest those savings in competitive driver compensation.

Improve the Working Environment

Propane autogas likewise can improve driver retention by providing a clean, quiet and safer working environment compared to conventional fuels. Today’s propane autogas engines emit 90 percent less nitrogen oxide (NOx) emissions than allowed under EPA regulations and are certified to the optional ultra-low NOx emissions standard as defined by the California Air Resources Board for heavy-duty engines NOx emissions are known to exacerbate respiratory issues like asthma and bronchitis, according to the EPA.

Additionally, diesel exhaust is considered a human carcinogen that causes lung cancer and increases the risk of bladder cancer. To improve the safety of work environments, the American Federation of State, County and Municipal Employees recommends replacing diesel-fueled engines with propane-fueled engines where possible. By reducing these emissions, drivers are put in a healthier environment and aren’t exposed to harmful pollutants.  

Propane autogas engines are also quieter than diesel, allowing drivers to pay attention more easily to their surroundings while on the road. That not only improves safety, but it makes for a more peaceful ride for drivers. According to the State of Sustainable Fleets report, 88% of respondents reported a reduction in noise when operating a propane autogas vehicle compared to diesel.

Finally, unlike diesel that can gel in cold weather, propane autogas vehicles reliably start and heat up in any weather. This can eliminate the headache drivers experience waiting for trucks to warm up or coming in early for cold starts. Fleet owners have reported that drivers appreciate the reliable starts, quick warm up, and consistent cabin heat provided by their propane autogas vehicles.

If your drivers value more competitive compensation and a healthier work environment, consider making propane autogas a key part of your staff recruitment and retention strategy. It could mean the difference between keeping your current hires or needing to find someone new.