Fleet’s Biggest Problem: Finding, Training, and Keeping Great People
"A great fleet parts manager is worth their weight in gold—but good luck finding one!" – Marc Canton
The fleet industry is facing a massive workforce challenge—and it's not just about hiring technicians. Finding, training, and retaining great fleet professionals at every level is harder than ever.
The problem? We aren’t setting them up for success. From technicians to fleet managers, the career path in fleet is often a series of random promotions, sink-or-swim leadership changes, and a lack of structured training.
In this article, we’ll dive into:
✅ Why fleet techs are leaving (and it’s NOT just about pay).
✅ The “accidental” career path of fleet professionals.
✅ How to turn techs into great supervisors & managers.
✅ How fleet operations can create real career paths that keep great people.
Let’s break it down.
This article is based on a recent episode of The Fleet Success Show podcast. Watch it here:
🚨 The Fleet Industry Has a Retention Problem
Hiring technicians has been a challenge for years. The "technician shortage" is well-documented, with fewer young people entering the skilled trades and more seasoned techs retiring.
But even when fleets do hire great people, they struggle to keep them.
Marc Canton points out:
"If your techs are leaving for just 50 cents more an hour, they’re not actually leaving for the money. There’s something else wrong in your shop."
💡 The truth: Most fleet professionals leave because of culture, leadership, and a lack of career growth—not just pay.
🔍 Why Fleet Techs Leave
1️⃣ Bad Culture: Shops that are toxic, disorganized, or overly stressful push people out.
2️⃣ No Career Growth: Many technicians don’t see a future beyond turning wrenches.
3️⃣ Leadership Issues: Poorly trained supervisors drive people away faster than anything else.
4️⃣ Lack of Recognition: A tech who never gets appreciated won’t stick around.
✅ Solution: Creating a clear career path—and investing in training at every stage—helps keep great people engaged and loyal.
🔧 Fleet Careers: The Path No One Talks About
Most people don’t grow up dreaming of working in fleet.
"Nobody says, ‘I want to be a fleet manager when I grow up.’" – Facundo Tassara
For many, fleet is an accidental career. They start as technicians, and if they’re good, they get promoted to supervisor, then maybe fleet manager—but without any real leadership training.
This leads to burnout, frustration, and high turnover in key fleet positions.
💡 The missing piece?
We need to introduce fleet management as a career path early—in high schools, trade schools, and within our own shops.
🔥 The #1 Problem: "Sink or Swim" Leadership
Nathan Schafer experienced it firsthand:
"One day, you’re a technician. The next day, you’re the boss. No training, no leadership skills—just figure it out."
This happens all the time in fleet. Great technicians get promoted because they’re good at fixing trucks, but leading people is an entirely different skill.
👎 The result? Many new supervisors fail, get frustrated, or leave.
✅ Solution: Instead of just promoting techs into leadership, we need to train them to be leaders.
What Techs Need to Learn Before Becoming Supervisors:
🔹 Communication & Conflict Resolution – Managing a team isn’t just about assigning work.
🔹 Time & People Management – Understanding priorities and handling workloads.
🔹 Fleet Data & Budgeting – Learning how to use fleet metrics to make decisions.
🔹 Stakeholder Management – Knowing how to work with vendors, leadership, and departments.
📈 How to Fix Fleet Career Paths & Keep Great People
💡 Want to keep great people in your shop? Create a real career path for them.
1. Start With Cross-Training
Let your techs explore parts management, service writing, and admin roles. The more they understand, the better they’ll lead later.
2. Develop Leadership Skills Early
Encourage techs to take leadership courses, vendor training, and industry certifications.
3. Set Up Clear Advancement Levels
Instead of keeping technicians in the same role for years, implement progression levels:
👨🔧 Tech 1 → Tech 2 → Lead Tech → Supervisor → Fleet Manager
4. Recognize & Reward Growth
Even small things like certifications, bonus programs, and recognition events can boost morale and retention.
5. Build a Strong Culture
Culture isn’t just about pay—it’s about respect, teamwork, and leadership. If your shop has bad culture, people WILL leave.
🚀 The Future of Fleet Talent Development
The fleet industry is changing—but the workforce crisis will only get worse if we don’t take action now.
✅ We need to rethink fleet career paths and start preparing the next generation of fleet leaders.
✅ We need to train supervisors before they become supervisors.
✅ We need to focus on retention just as much as recruitment.
🚀 The best fleet leaders of tomorrow are already in your shop today—but only if you help them grow.
Looking Ahead: How RTA Can Help You Build Your Team
Need help building your fleet—and your culture—with the right people? RTA's consulting team has decades of hands-on experience building and leading excellent fleet teams, and they can help you too.