Shifting Gears Later in Life: Over Half of Germany's Bus and Train Drivers Are Career Switchers
Most German bus and train drivers hold jobs in multiple transportation systems.
Switching gears, literally and figuratively, seems to be a popular trend among Germany's bus and train drivers. According to a recent survey, more than half (54.1%) of these transportation professionals have swapped their former careers for the thrill of maneuvering vehicles on the country's roads and rails.
The German Association of Transport Companies (VDV) reported this fascinating figure in Berlin, revealing that 44% of them had completed a different apprenticeship before signing up as bus or train drivers, while 10.1% took the plunge into the industry without any prior vocational training. The appeal of the job—the sheer joy of driving and job security—seems to have been the deciding factor for many.
Germany currently boasts a workforce of 100,000 bus drivers, but a shortage of 20,000 has already surfaced in public local transport alone. This deficit is mirrored in the train sector, with a shortfall of 3,000 from the pool of 40,000 drivers. The chairman of the VDV personnel committee, Harald Kraus, admitted they were grappling with significant challenges in staff recruitment, particularly within driving roles, due to demographic factors.
Improved working conditions and a change in the passengers' attitude have emerged as essential factors making the job more appealing. However, striking a balance between their duty schedules and personal lives proved difficult for around 30% of respondents, and increased traffic stress often looms large as a burden.
The survey results paint a less-than-flattering picture of the profession's social standing, with 51% rating it poor or very poor. Unfavorable working hours and low pay appear to be key contributors to this unfavorable image.
As the transport industry wrestles with these challenges, it might draw inspiration from strategies employed by similar industries, such as the UK, where identical issues have been addressed. These include offering competitive salaries, improving working conditions, and providing opportunities for professional development. Lowering the recruitment age and attracting younger talent may also help combat workforce shortages.
[Source: ntv.de, AFP]
In the context of broader industry trends, factors contributing to this sudden career shift among bus and train drivers can be attributed to an ageing workforce, job demands, and economic factors. The physical and mental demands of the profession, long hours, and shift work may prompt some to seek alternative careers. Meanwhile, economic conditions, such as wages, benefits, or job security, could influence their career decisions and potentially lead to a shift towards more appealing opportunities.
The transport industry in Germany must confront ongoing staff shortages, high recruitment costs, and the loss of experienced drivers leading to potential service disruptions and reduced safety standards as a result. To counter these challenges, addressing these issues from multiple angles might include lowering the recruitment age, offering competitive compensation, and ensuring ample opportunities for professional growth.
Vocational training programs could be beneficial in attracting a younger workforce to address the shortage of bus and train drivers, as 44% of the surveyed professionals had undertaken a different apprenticeship before joining the transportation industry. Enhancing career-development opportunities, such as vocational training, could encourage more individuals to consider a career in the transportation sector.
As the transportation industry grapples with staff shortages and related issues, it might benefit from implementing education-and-self-development programs to improve the profession's social standing and boost career-development prospects, attracting potential candidates and promoting community policy changes that enhance job satisfaction and career growth.
