Fiona Guthrie<\/strong> of RATP Dev Transit London was named \u2018Best Project Manager\u2019 at the pan-European Talent in Mobility Awards last month for her work on the Garage Life Programme. She explains how the project has helped new drivers feel quickly at home and boosted retention rates<\/h5>\n

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\nNew drivers who completed the GLP programme had a significantly lower leaving rate<\/em><\/p>\n

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\nIt\u2019s been an incredible journey since we launched the innovative Garage Life Programme (GLP). At RATP Dev Transit London, we immediately recognised the programme\u2019s potential to transform our approach to driver recruitment and retention, a critical challenge in the bus sector. <\/p>\n

Rethinking the onboarding experience<\/strong><\/p>\n

Our driver shortage was at critical levels in 2022 which prompted us to carry out several reviews of the main barriers to recruitment. This started with a tightening up of the \u2018old\u2019 recruitment process, identifying \u2018lag\u2019 time in the process and changing our processes to make it faster and slicker.<\/p>\n

At that time, we were recruiting good candidates but not employing them until they had passed their theory testing modules. Potential trainees were trying to fit their studies into busy work and home lives, and this understandably took them longer. We developed \u2018GLP Mark 1\u2019 where we gave potential trainees access to our online theory testing materials and actively contacted them if they were not engaging with the materials or making progress. This shortened that waiting time, but we realised it was missing its mark. <\/p>\n

The inspiration behind the GLP that we have now, stemmed from a simple yet powerful observation: new drivers, often new to the profession itself, thrive in supportive, welcoming environments. The traditional model of training drivers to pass their Cat D in isolation before placing them directly into service often left them feeling overwhelmed and disconnected from the very team they were meant to be a part of. This lack of integration inevitably led to a higher likelihood of resignations in the early stages of their careers.<\/p>\n

We completely reimagined the onboarding process, creating a four-week immersive experience that takes place entirely within the garage environment where our new recruits will eventually work<\/p>\n

The Garage Life experience tackles this issue head-on. We completely reimagined the onboarding process, creating a four-week immersive experience that takes place entirely within the garage environment where our new recruits will eventually work. This isn\u2019t just about familiarisation; it\u2019s about fostering a sense of belonging from day one. <\/p>\n

A multifaceted approach to learning<\/strong><\/p>\n

The programme itself is structured around 23 engaging modules, carefully designed to blend theoretical knowledge with practical experience. Classroom lectures provide a solid foundation, while job shadowing offers invaluable insights into the day-to-day
\nrealities of a bus driver\u2019s life. We also facilitate Q&A sessions with experienced drivers, providing a platform for new recruits to ask questions, seek advice, and learn from those who have walked in their shoes. <\/p>\n

The power of connection<\/strong><\/p>\n

However, the true magic of the GLP lies in the connections it fosters. Trainees are introduced to their future supervisors, fellow drivers, and the crucial support staff at the front desk and allocation control. These interactions help to break down barriers, build relationships, and cultivate a sense of community that extends far beyond the training room. <\/p>\n

While non-GLP employees experienced a 15.5% leaving rate, those who completed the programme had a significantly lower rate of just 6%<\/p>\n

Tangible results, positive feedback<\/strong><\/p>\n

The impact of this approach has been profound. Within the first three months of implementation, the GLP has significantly boosted driver retention rates. While non-GLP employees experienced a 15.5% leaving rate, those who completed the programme had a significantly lower rate of just 6% \u2013 a remarkable 9.5 percentage point difference. This trend continues into months four to six, with GLP participants consistently demonstrating a higher retention rate. <\/p>\n

Beyond the numbers, the feedback from our trainees has been overwhelmingly positive. They consistently highlight the sense of community fostered during the programme and the value of the hands-on experience. <\/p>\n

When I spoke to Joanna Lundie, a GLP graduate from our Fulwell Garage, she commented on how much she enjoyed the programme. She commented that: \u201cIn the classroom, we were like a little family. We formed a group chat community so that we could share our thoughts as we went through the programme. Everything was really perfect. I can\u2019t fault it.\u201d<\/p>\n

Tamang Lama Rama, a graduate from Edgware Garage, added: \u201cI got this fantastic chance to take part in the Garage Life Programme. I particularly enjoyed shadowing a bus driver. It was helpful, and he answered a lot of questions. I met a lot of people at the garage I would work with after my training, and they were all super friendly and supportive.\u201d<\/p>\n

It has not only addressed a critical business need by improving driver retention but also makes us more attractive to women and young people than traditional recruitment channels<\/p>\n

A collaborative effort<\/strong><\/p>\n

The success of the GLP at RATP Dev Transit London is a testament to the vision of RATP Dev and the dedication of our collaborative team. From the initial planning and design stages, involving stakeholders from garage operations, training and recruitment, and senior management, to the ongoing support provided to both our trainees, and garage operations post-launch, the programme has been a true team effort. <\/p>\n

We are incredibly proud of what we have achieved with the Garage Life Programme. It has not only addressed a critical business need by improving driver retention but also makes us more attractive to women and young people than traditional recruitment channels. It has created a more supportive and welcoming environment for our newest team members. As we move forward, we are excited to see the programme continue to grow and evolve, welcoming even more recruits and helping us to build a dedicated pipeline of drivers who are committed to delivering exceptional service for years to come. <\/p>\n

Summary <\/strong><\/p>\n

The results have been nothing short of remarkable, exceeding expectations and even earning us a Silver Award at the London Bus Awards in 2023 and the prestigious HR and Quality of Life at Work Award at Innov&GO 2024, our in-house company-wide challenge.<\/p>\n

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\nThis article appears in the latest issue of\u00a0Passenger Transport<\/em>.<\/strong><\/p>\n

DON\u2019T MISS OUT \u2013 GET YOUR COPY! \u2013\u00a0click here to subscribe!<\/a><\/strong><\/p>\n

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The post A stronger future for drivers<\/a> first appeared on Passenger Transport<\/a>.<\/p>\n

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