Labor supply has always been central to fleet success. Now, as the technician labor pool tightens even further, operational efficiency hinges not just on people but also on empowering people with the right technology. Mobilizing fleet operations and investing in applications that support the technical workforce are proving to be vital tools in both mitigating the technician shortage and driving cost-effective fleet management. This blog explores proven strategies for addressing the technician gap in 2025, with an emphasis on FleetFocus-driven fleet optimization.
About the Critical Technician Shortage Facing Fleets
TechForce has projected that there will be a shortage of 795,000 qualified technicians between 2023 and 2027. Retirements, low interest in the fleet industry among the incoming workforce, and increasing vehicle technology complexity have combined to create a crisis for fleet managers. The impact is immediate and multifaceted:
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- Longer vehicle downtime due to maintenance backlogs
- Increased repair costs
- Reduced operational efficiency
- Difficulty meeting compliance and safety requirements
These challenges present measurable risks to KPIs like uptime, maintenance spending, and regulatory compliance scores. The solution is not simply hiring more staff but enabling your current workforce to do more, faster, and with less friction.
5 Key Strategies to Address the Technician Shortage
1. Invest in Training and Development
Fleet technology has evolved, and so must technician skills. The most forward-thinking organizations are prioritizing continuous learning. A robust training program not only improves technician competence, but it also demonstrates your commitment to technician growth. Well-trained technicians perform faster, make fewer errors, and are more likely to stay with your organization.
Key Actions
- Invest in Expert Training: AssetWorks Quest provides ongoing, hands-on training that helps technicians stay up to date on AssetWorks fleet software, build confidence in using new tools, and continuously improve their skills to boost operational efficiency.
- Certifications: Covering costs for industry benchmarks like ASE or partnering with programs such as the Peterbilt Technician Institute not only upskills current staff but is a draw for new applicants.
- External Partnerships: Collaborations with technical schools and vendors fill curriculum gaps and accelerate specialization in critical areas.
- Technology Training: Platforms like the AssetWorks FleetFocus EDGE simplify complex tasks, making it easier for technicians to adopt new tools.
2. Leverage Modern Fleet Management Software
Modern fleet management demands more than spreadsheets and shared workstations. Technicians value workplaces that implement modern, user-friendly technology. Fleet is often viewed as an “old-school” industry, so companies must prioritize digital transformation to maintain a positive company image young technicians will want to be a part of. Digital workflows, minimized manual paperwork, and ready-to-access diagnostic information drive job satisfaction and help attract new talent.
Technicians value workplaces that invest in their efficiency and reduce frustrating downtime. Advanced fleet management software cuts out repetitive admin work, supports “first-time fix” rates, and appeals to digital-native talent, especially among Gen Z.
Key Actions
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- Implement Responsive Platforms: Use software platforms such as FleetFocus EDGE that are accessible on desktops, tablets, and smartphones, allowing technicians to work efficiently from anywhere. Organizations implementing the tech have seen technician downtime decrease by up to two hours.
- Automate: Enable automated work order management, real-time parts tracking, and instant image uploads to minimize downtime and manual entry.
- Utilize Data-Driven Troubleshooting: Give technicians access to robust diagnostics and repair history so they can solve issues the first time, reducing repeat repairs.
3. Foster a Positive Work Environment
Competitive compensation is important, but high-performing fleets also focus on the work environment. Culture drives technician retention and performance. Technicians who feel valued and engaged are more likely to remain with your fleet organization. A positive workplace culture includes open communication, collaboration, and recognition of technician contributions.
Key Actions
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- Recognition Programs: Establish regular performance recognition and rewards for outstanding work, perfect attendance, or continuous improvement.
- Feedback Channels: Encourage two-way feedback between technicians and management. Use regular surveys and shop meetings to address concerns and share wins.
- Work-Life Balance: Flexible scheduling, adequate time off, and respect for personal time help reduce burnout.
Industry Insight: Fleets offering bonuses, tool allowances, and covering certification costs signal investment in their workforce, making them employers of choice in a tight labor market.
4. Establish Technician Mentorship
Mentorship programs provide a dual benefit of rapid onboarding and knowledge transfer, especially as veteran technicians retire. Mentorship accelerates skill acquisition for new hires and keeps senior technicians engaged by valuing their expertise. The result is a collective improvement in shop performance, safety, and job satisfaction.
Key Actions
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- Structured Onboarding: Assign each new technician a seasoned mentor for their first weeks or months, guiding them through protocols, shop culture, and troubleshooting.
- Knowledge-Sharing Sessions: Set a recurring schedule for group troubleshooting, lunch-and-learns, or cross-training workshops where experienced techs share tips and insights. Rotational programs expose junior staff to specialized areas such as diagnostics, compliance, or EV maintenance.
5. Promote Career Development and Advancement Paths
Providing technicians with a structured path for career advancement not only motivates them but also enhances overall efficiency. When technicians see opportunities for growth, they are more likely to choose a career in the industry. They will be more engaged, deliver high-quality work, and invest in their roles since there is the opportunity to advance.
Key Actions
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- Career Pathway Mapping: Define clear steps for technicians to move from entry level to leadership roles, including requirements and available support for each transition. Also establish clear, tiered roles within the team (e.g., Junior Technician → Senior Technician → Lead Technician).
- Advanced Skill Tracks: Offer opportunities to specialize in emerging technologies, such as electric vehicle systems or advanced diagnostics. Offer paid or discounted training programs that align with both company goals and individual career aspirations.
- Leadership Training: Provide stepping stones into supervisory or management roles through training and internal promotion opportunities.
Drive Maximum Uptime and Retain Your Best Talent
Addressing the technician shortage is not a one-time initiative, but a continuous commitment. Numerous companies have entrusted AssetWorks to be their fleet management partner and support them amidst industry discomforts like the technician shortage. The City of Oklahoma City, OK, is one such example. They invested in FleetFocus EDGE to streamline technician workflows, and the results exceeded their expectations.
“When we bring in a new fleet employee the training with EDGE is fairly simple because everything forms right there, on one screen”
The payoff is clear. Fleets implementing these strategies enjoy improved uptime, controlled operating costs, safer vehicles, and a reputation as top employers. Technicians, empowered and supported, become a competitive advantage within your organization.
