How can I keep my pilots from quitting?

[Anonymous1]

I run a small 703 single pilot PA31 operation out of a small northern town of 4000 people. Before this, I have worked at some of the worst outfits in Canada and vowed never to treat my employees like I was treated. My aircraft are very well maintained, new avionics, interiors, paint and so on. The airplanes or maintenance are not the issue. The staff are never asked to be on call as I am willing to go out at 3AM should the need arise. There are no training bonds to speak of and all rides are paid for by me. I help them on the ramp, loading and I never yell or lose my temper, not even once. The cheques always clear and are on time. Nobody is pressured to do anything unsafe and our safety record is perfect. If a pilot misses, well, there's always tomorrow. I put in 12 hour days but only expect 40 hours a week from each employee. I listen to suggestions and we all work together as a team and the company is doing great. Pay is $2500/month plus .10 a mile. Any time off requested is normally approved and I always nominate myseff to work Christmas holidays or early morning / late night flights to help the staff out.

The main problem I'm running into is with the industry moving so quick, I can't retain my pilots and my customers are beginning to comment about the turnover. I'm also concerned about the safety issue as local experience counts for a lot in my opinion, not to mention customer care and knowledge. Everyone is leaving for turbine equipment which I would do myself and I don't blame them for this at all as piston planes are thought of as far below turbines by most pilots (except maybe for the Reno Racers). Any pilots that have left have commented how much they enjoyed working here and that there would have been nothing I could have done differently to make them stay. In fact, often times the turbine job was a cut in salary in a more expensive base to live and a demotion to F/O. I have thought and thought about this and need some advice. The problem is that when I was in the same position years back, nothing would have made me stay. In fact, I left a $70,000 a year King Air / PA31 job to move to Toronto on $25k a year for a 1900. So I'm no different.

The only real negative in the job is a big lack of attractive single fit females in this town, (unless you are looking to log a little "heavy" time:). It doesn't make anyone quit but it is an issue.

Can anyone suggest some inprovements I could make to induce staff to lay off the turbine applications and spend some time here? Pay is not the answer as all the people leaving said a higher salary would have made no difference. Buying a turbine isn't feasible at this time and hiring low time guys doesn't work with single pilot ops or the insurance company. I tried higher time contract guys which was a disaster. I have worked at companies where some employees were completely unmotivated to progress but they also lacked day to day ambition and were overall very dull people so hiring these "lifers" isn't going to work either.

If it was your company, with all the factors above involved, what would you try differently to keep people from leaving a PA31 for a twin turbine? Or am I doomed to join the ever growing number of companies requiring up-front cash for a bond? I think bonds demotivate employees and no one wants a pilot at their company who only stays because he can't afford to leave and becomes bitter when they had to pass up the King Air offer to avoid the bond debt. I am all out of ideas and for all those who say owners are as*holes and don't care about their employees, well you're wrong. I care but all I see for options are a bond which I want to avoid if anything else can be tried first.

[desksgo]

Thats an interesting predicament and I will be interested to hear the replies you receive. Personally, if I were in the position to move up to a turbine, I'd probably stay around in the piston if:

1. The people were above average (tight knit group)
2. There was a good chance for other type of promotion (maybe some management, safety, or other responsibilities)
3. Ability to have an impact on day to day operations. (often some people get off on the fact that they make a difference...really!)

I'm not looking for a new car, a new turboprop to fly or a fancy mansion, I want to be happy about going to work on a more frequent basis.
I'll come work for you and be your loyal employee if you want. I prefer small ops myself.

I appreciate the fact that you cared enough to ask, and that sets you miles ahead of many operators to start.
Good luck!

[Juggs]

I think you sound like a great operator to work for. However, I'm not sure what other incentives you could offer for employees to stick around. It seems that everyone here is chasing the dream of bigger iron. Bigger, faster, better, lower paying is the way it seems to go sometimes.

Of the common things that people seem to complain about, it seems that there are very few, if any at your operation. There is no bond, there is time off, holidays seem to be covered, the pay is decent. With those things going for you, it seems that you shouldn't have a problem keeping guys around.

What can you do to fix the issue? I'm not really sure. When I was down in Haiti, we a few people in a relatively short span of time but I believe that this was due to the continued unrest that was occurring in the country at that time. Short of offering some incentive for people to stay around, (more vacation time, bar tab, stake of ownership in the company, additional benefits?) I'm still not sure what you can do.

Right now I would think that it would be rather difficult to keep staff around with all the movement happening in the industry (still waiting for the phone to ring here) I think that bonding people would be more detrimental to your business, not increase the productivity or happiness of your employees.

Best of luck in your endeavors keeping crew around.

[frog]

According to me your problem is your location: a small community upnorth...
nobody want to live in such place, it does not matter how nice and how well you pay, people are not going to stay.

Your only way to keep people would be to hire low time pilots who will need the hours, (I understand your insurance problem). Maybe write SOPs for your plane and they start as co-pilot and eventually upgrade to the left seat...

I was myself in a small community upnorth and I could not wait to leave. Actually I quit without a job...
Good luck

[Mitch Cronin]

There's your answer Anonymous1... Hire older guys who aren't hungry for money and just want to work for someone decent... mind you... I guess there may not be too many of those where you are...

30 years ago, I'd have moved heaven and earth to find an employer like you... 10 years from now, I might feel the same way.... right now, like most my age, I need money.

The young guys will move on. There's probably nothing you can do about that unless you keep building your operation... older, already established in their peculiar wants and quirks sort of folks will be the ones you'd be likely to keep. But if you find 'em, they may turn out to be pretty odd ducks.

[centerstored]

You sound like you are running a class act there. Keep up the good work. Sorry to tell you but there is nothing you can do. Companies like the one you run are, and will always be a stepping stone to the airlines. I would estimate that all companies without jets eventually lose at least 90% of their pilots. Even some of the B airlines are losing tons of guys. You can pay them six figures to fly 1900's, Metro's, King Airs...etc...it doesn't matter in the end, the migration to a percieved greener grass will continue. It's funny though, most who leave will come back in a few years and say "thanks for the good times, that's some of the best flying I've ever done". Until then, stay on course and you'll manage to keep them around a little longer.

[hazatude]

Hiring pilots with an interest in the outdoors might work. Older guys that want to, "get back to the land and set their soul free". Guys that are sick of the concrete jungle.

[Airtids]

Do you have enough business to justify going to a turbine? Can you hire women? It's not discriminatory as long as you have a justifiable reason for doing it. Good luck.

[Cat Driver]

Anonymous, I have read your post and can understand your concerns, unfortunately I can not suggest what more you can do to keep pilots working for you.

Pilots by their very nature are nomads and dreamers, and in far to many cases not the brightest in society.

Having been an owner of several OC's and chief pilot for several large companies I finally made up my mind to never get in that position again because the frustration of trying to please most pilots was a losing game.

Short of going back to a one man operation I am afraid you will just heve to kneel at your bedside every night and pray to some higher power to send you a reliable professional pilot who will be satisfied with what you can offer.

Please do not take my comments to be making light of your situation, I am being honest and hope you understand that I truly do not know what more to suggest..

Cat

[Scuba_Steve]

I'd say get a turbine aircraft, gives poeple more of a reason to stay if they have something to move onto. I know its likely not a reasonable answer, but its all I can think of, sounds like you run a tight ship. Its rare these days to find someone who wants to stick it out up north unless they are from the area or are attracted to the outdoors. Us pilots as a rule seem to be looking 2 or 3 jobs ahead instead of the one we have right now.

Cheers and best of luck.

[wait...what did he say?]

I will totally work for you, I can be up there soon! If you're still looking for a pilot that is...

[wrc]

Back in 81 I worked for Peace Air. The owner, Les, was a great guy as was the ops mgr Jim. In every catagory they were a top notch outfit.

I got sick before I even started and Les showed up at the Peace River Hospital to say the job was there and they were going to keep me on full pay even though I hadn't signed a single paper saying I even worked there.
I left a year later. The problem was the opposite of yours. I couldn't move up out of instructing and PA-31 F/O becouse no one was leaving. The combo of great pay and people plus a depressed job market meant the guys had all been there for ages (bearing in mind that "ages" for a 20 something is not what it seems now).
I ended up taking a job on a B series Aztec for a crap operator to do fire patrols in YYW for half the pay. But in my young career orientated mind I was "movin' up".
That was in a depressed job market. With things moving in the industry now I'm not sure how you'd keep pilots. I'd suggest the part time old-timers route but then how do the young guys get any experience. I guess being a smaller operator now is just as tough as ever.

BTW, I have no idea about Peace Air now although I heard Les passed away quite a few years back. The Ops Mgr, Jim Holt had a great line when asked how many hours he had by new pilots. "Just enough to know if you bullshit me" he'd tell em. I find I use it now myself.

[N2]

Give us older guys a shot at the jobs!

[mooseway]

You can't do anything,

Except hire me. I want Up North 4000 ppl is awsome! I want light piston twin, with the opertunity to finish my AME ticket! Pay is great for up north. And the easy going attitude is A1. You need to hire people looking for that kind of life style. Thats ME!!!

Light twins are real flying for me. JUst enough plane to know your flying and just enough limitations to keep you on your toes.

Partnership in the 703 would be a plus to a pilot who is willing to stay up there with you too. Even AMO expansion??? Who knows?

PM me if ya wanna meet up.

[5x5]

Red staplers, give them all red staplers!

Seriously, it is a tough situation. I think a couple of the others may have hit on one thing - the northern/outdoors lifestyle. With no idea of the actual location this could be a bit off base, but what about buying a quad/skidoo or two that the crews could use during off duty time? If there's fishing nearby, maybe a boat in the summer. Also, if there is anyone around there with a float plane, can you work something out around some float time or a rating? Be upfront with new hires and explain that after "x" amount of months, they could start to get a few hours.

All this costs some money, but the quad/skidoo and boat are things you may want or already have yourself. If you're a good guy and clear with what you expect, it's not likely they will totally abuse your equipment. The float plane thing is a bit more of a stretch, but since you have lower time pilots it may be enough of an incentive that if it keeps them around longer would payoff.

It also seems better than simply paying more. It would help create the comaraderie that would also help out. And it would set you apart from other Northern operators.

[Shady McSly]

Lots of time off is the key.... like 2 months a year.

Also, free blow-up dolls for all new employees.

[ZBB118.10]

Frog presented a pretty good synopsis of a possible strategy to your pilot retention. To me, it looks like the symptoms are that the guys you hire, due to hours requirements, are relatively high timers who by default aren't going to stay around for long.

Perhaps a 2 crew operated a/c is the answer? By hiring lower houred F/O's, you are creating a source of in house pilots who will develop knowledge of the local area and your client base / requirements and will be upgradable to Captain. Sure, you will still have a fairly continuous turnover, but for what goes out, more will come in, hopefully with a longer service time than just single pilot high houred guys.

Speaking as a single, unattached F/O, I for one would have little difficulty in relocating to work for an operator as decent as you describe yourself.

[just clearing the trees]

Tough call. You sound like a kick-ass guy to work for, and it doesn't sound like you could do much more. Personally, I don't care about chasing airplanes, moving up to bigger and better equipment. I love the north and I don't mind small towns (I'm pretty sure I've lived in some of the shittiest.) To me, as long as I have a job that I find interesting and exciting, and my boss and co-workers are good people, I'd be just as happy flying a 172 as a multi-turbine machine. I believe in chasing the lifestyle I want, not airplanes. Unfortunately for you, that's not too common amongst pilots.

I would work for you for as long as you want, on the condition I could have the summers off to fly floats. I guess that doesn't help at all though, huh?

Would taking on a partner help things?

[cyyz]

The only real negative in the job is a big lack of attractive single fit females in this town, (unless you are looking to log a little "heavy" time:). It doesn't make anyone quit but it is an issue.

Sounds like a great op as stated by others.

Perhaps add a new per diems into the benefits package(see next)?

When you're flying the locals to the big city, rent out some lovely ladies for the pilot.(Get him a whore)

Or

Hire some female pilots, maybe the guys aren't that bad ???

[snoopy]

How about...choose your people better, and cross your fingers? Buying a turbine or other a/c so your company has a stepping stone for staff longevity has got to be right up there in the bad decision making category with a capital B. You're (read your company) there to serve the needs of the customer, not the employees.
Desksgo had a good one - how about a bit of responsiblity in the company? Or a bit of ownership in the form of shares or profit sharing?
How about considering the age, stage of life and marital status of your candidates? Perhaps a young, hot-blooded single pilot would be less likely to stick around as an older, family oriented person who considers community more important than career (of course in this case you might want to interview the spouse too to be sure there is no pressure to leave the small town from that front).
Another thing to consider - how about growing your own pilot? No, I don't mean getting lucky and spawning one... How about generating some aviation interest in the community you're in and encouraging youth to fly? Sponser some kind of Young Eagle program. Sometimes you can generate good loyalty by hiring a local "ramp rat" who has shown promise and an interest in aviation, and helping them become a pilot. Of course there are no guarantees, but sometimes you get lucky, and a local might just be less likely to want to leave. Just a thought.
Other than that, why not accept the revolving door, continue to serve your staff well, and never speak ill of the departed to your customers. Be open to your customers as to the facts of aviation and show your customers you are proud of the fact your staff are qualified and you've helped them be able to move on. As long as YOU are the stable factor in the organization, you have good staff (for whatever the time frame), and your company does a good job, that is what counts in the end.
Cheers,
Snoopy

[KAG]

Here's a thought, why not do a rotational schedule? 2 weeks in, 2 weeks out. it will mean more staff and Airfare costs, but with more pilots, that's less hours annually per pilot. Also if they have some sort of regular escape, they might be a little less inclined to leave.

The other option is hiring some lower time pilots (I'm thinking instructors with close to 1000 TT) throw em in the right seat and let them learn the ropes. Let them cover the ramp, late night charter inquires ETC. After 6 months your main pilot leaves but you have someone who knows your operation, the customers, and is ready to make a seamless transition.
You may not keep the pilots around, but you make make the transition smoother with someone waiting in the wing.

Goodluck, and it's nice to hear there are still some good smll operators out there.

Cheers.

[ODA]

Tough situation, even if you bought a turbine it probably wouldn't be the answer to keeping pilots! Maybe screening for people more likely to stay in a town of 4000 might help, but honestly how do you do that. My heart goes out to you because keeping people happy can definatly be a losing battle sometimes! You never know what they want and sometimes they don't know what they want so how to you contend with that!

Good Luck

[cyyz]

Mail order bride....

She can clean the office, and keep the morale up. =)

http://www.singlebrides.com/

http://www.bridesbymail.com/

and you can make extra cash on the side running a brothel, i'm sure the locals would love to pay for some new fling...

[Jet Dog]

get yourself a turbine, liek a king air, then a lear jet.. that'll have guys around a long time.. of course if you can get em, they'll stay

[cyyz]

get yourself a turbine, liek a king air, then a lear jet.. that'll have guys around a long time.. of course if you can get em, they'll stay

<HAHA> liar...