Keep their motors running
Here’s why we say onboarding never truly ends. Drivers who feel appreciated on an ongoing basis are more likely to want a long-term career with your fleet, instead of seeking greener pastures. A driver’s first 90 days at your fleet is the time to put your soft skills to use.
This is the time to show you look out for the needs of every unique individual at your fleet, and that all decisions are made for the benefit of everyone.
Once that first step is done, there’s three more ways to show your drivers they’re valued, and to keep them excited about having joined your fleet.
Here’s how.
Re-evaluate your facilities – and upgrade where necessary.
Companies don’t expect their employees to rely on substandard infrastructure to get their jobs done. Truck drivers are no different.
Your trucks, your loading areas, and your driver lounge should all be clean, modern, and well-maintained so your drivers can do their job properly – and comfortably. More importantly, it shows that you see them as highly valued members of your team.
- Your trucks should be clean, kept in good repair, and equipped with perks like satellite radio and extra seat support.
- Your loading and tarping areas should be well-lit, well-organized and designed to keep out the elements while drivers get ready for the haul.
- Your driver lounge should be the kind of place you’d want to invite your own friends in to relax. Make it clean, bright, and full of comfortable places to relax (Wi-Fi should be covered, too).
Treating your drivers right means more than just good pay and benefits. It means giving them the ability to be prepared, relaxed and efficient as well.
Invest in the best digital systems.
This will not only help your drivers submit ELDs, safety checks and their required documents with more efficiency, it will help you maintain a high level of compliance as well.
Consider the amount of paperwork your drivers need to handle every day, and all while they’re on the road, too. Digital tracking makes submitting and tracking simple for everyone involved. More importantly, your drivers are more likely to feel valued if you use one.
Make sure you devote a significant portion of your training sessions to every digital system your drivers will need to use. Be sure to include the contact person they’ll need to speak with if they need any troubleshooting!
Align your whole team with your EVP.
While driver mentors are their first point of contact (page 16 of the Ultimate Onboarding Guide for reference), new drivers should know they can turn to anyone in your fleet for assistance in their early days at your fleet.
The best way to guarantee this? It all goes back to your employee value proposition. Everyone at your fleet should know it, understand it, and be ready to live it. It’s up to you, as one of the people at the top, to set the example. Here’s a few ways to do it.
- Make sure the “welcome to the team” letter comes from the top – from you!
- Personally reach out to new drivers once a week for the first month, then at 60 days, and again at 90 days. If anything is troubling them, take the lead in making the issue right (if possible).
- Empower your whole team to help. Make sure everyone knows who to contact for every different scenario, so new drivers are never left out in the dark.
Remember: a positive company culture is about creating space for everyone to feel respected, and for their needs to be met. This is especially true for your newest members – in this case, your new drivers. Along with putting your soft skills to good use, consider investing in the right software to make onboarding a snap, too.