What are the most effective strategies for improving your company's reputation to attract drivers?

Simply change the addressing style. Do not introduce or call them as Drivers , you can use a better word. Make a common room for them with a computer and a phone. Makenthem feel they are the integral part of the organization.

The human aspect of logistics operating on ground and execution excellence rests with drivers. They are one of the key success factor for the sector and the glimpse of the same was felt by all during the pandemic. Hence the community needs to be given importance and compensated adequately. It's not only compensation but respect and recognition is very much needed. There are very many ways we can keep them motivated by other benefits such as resting places, amenities.

Make sure the driver has a equitable relationship that is rewarding for the work performed. Treat people like people and work together to move forward.

I prefer to call them as company representatives since they are your face and first point of interaction at many places, his or her one misbehaviour or lack of knowledge or laziness can cost the business negatively

Getting competitive compensation and benefits is crucial regarding this topic, but it's not always the money that can make your company's reputation high enough to attract drivers. You should also: Properly treat and communicate politely with the driver OTR. They are much under stress most of the time to balance the entire operation, make pickup & and deliveries on time, follow FMCSA regulations, etc. Always ask the drivers for their opinion. The 'boss' game in the trucking is not ending well. If you gain your driver's trust and have them reach you whenever they need help, you make the necessary relationship and you have the long-term plan in hand. There is a lot more than money. -Ask Drivers -Work Together -Gain Trust

No one wants to work with assets that are prone to faults and breakdowns. When a company prioritizes maintenance of its assets and safety procedures it tends to attract top drivers. Companies that invest in technology like IVMS, electronic devices for order management, and automated order fulfillment processing apps attract good drivers. I have seen many drivers resign from a company simply because the assets assigned to them were always breaking down while some have refused to leave a company because of the culture of maintenance and safety the company champions.

You can show up and having constant issues will grind down motivation to work. Also without effective equipment to work with you lose $$$ in trying to beat the already established excuse for why things are not working. The capital investment is a yearly goal with guidance from a CPA for items to deduct from taxes. Plus how many companies got data breaches and hacks just bc their system was outdated?

100% agreed. In a climate where you can go from -40°C to +40°C, one issue I see often is the lack of efficiency with the HVAC system on the buses. People also want to operate clean vehicles. Often it is a capacity issue with the maintenance system.

The technology transformation is not new to logistics sector. Infact, many firsts are led by the sector through pioneering of technological interventions to improve the efficiency and effectiveness. One of the most important intervention that come across to my mind is driver should be rested through technology augmentation and AI. Apart from these there are state of the art technological equipment and technological prowess that can be offered to the drivers in making them drive this path with pride and operational excellence.

Trabalhar com veículos com manutenção em dia é o básico. Como lidamos com vidas internamente e externamente, precisamos de veículos seguros, com todos seus equipamentos funcionando perfeitamente.

A positive and supportive culture cannot be faked. If you value your drivers consider making a few of the following changes: 1. Lower driver to driver manager ratios will allow for a higher quality conversations with drivers. 2. Honor home-time requests: your drivers need to make those birthdays, anniversaries, graduations, weddings, and other important events. 3. A schedule with 7 days out and 34hrs at home is not sustainable. Most drivers need a min of 48 hours of home-time every 5- 7 days 4. Executive leaders need to spend time with their drivers; listening, learning, and sharing together before making any big changes that are likely to affect driver quality of life. 5. Pay for your driver's License, endorsement, & TWIC Renewals.

It is more or less always about positive vibes and good energy. If you take care of the drivers and give them a good laugh when they need it, you bring yourself extra 'points'. Most gigant companies see drivers only as truck numbers. Most of the conversations between the two sides are too official, there is nothing personal involved to boost the company culture. Adding more human touch to the daily base responsibilities can create a positive and supportive culture. Get the job done, and have fun!

I would say, have a positive and kind attitude and reflect your core values that how much you value them. I have encountered with people who, mistreat drivers. Show respect and treat them as you want to get treated (Emotional Intelligence).

Many motor carriers experience high driver turnover rates for various reasons. However, I firmly believe that one of the primary reasons drivers resign is due to a lack of established culture and identity within the organization. It is crucial to collect feedback from drivers periodically, not only to make them feel heard but also to implement necessary changes. If motor carriers want to succeed in this industry and become profitable, they must invest in their drivers. Competitive pay and benefits are essential, but the focus should be on building a united team of individuals who believe in their work and the positive impact it has.

Logistics as we all appreciate is the backbone of any economy. However, the culture building is upon us to propel this sector thereby create a lot of pride and performance from the frontline staff often neglected in many economies. Culture starts with a foundation of respect and practicing in day to day life. Culture starts with a good intent and appreciation of our service providers. It will motivate the drivers in keeping them delivering the services on a sustainable basis.

Safety is not a strategy or option. It is mandatory and the responsibility of all. Safety goes beyond talking but walking the talk. Till compliance is rewarded or punished, you may not get the desired level of compliance.

The biggest challenge is to have the same view on safety (and its importance) for all involved. When management has a concept about safety, it will be different when the employees or even the Union view it. The extra challenge recently is that we now need to separate the concept of safety into: - safe driving principles (this has been a no-brainer for a long time, and success is measured by driving record) - workplace health and safety - safe working protocols when dealing with the public (assault prevention); exponentially growing issues as societal changes bring about more substance abuse, homelessness, crime and violence

Safety is paramount to the logistics sector and drivers are no exception. Every driver need to return to their homes safely as any other life on this earth. This can be reinforced through measures such as training & awareness, investment in safety and technological augmentation. Safety should be monitored through both lead and lag KPI.

Safety is fundamental to recruiting and retaining high-quality drivers. An undisciplined safety program can lead to escalating carrier scores, resulting in the loss of both freight opportunities and potential applicants who are unwilling to work with a low-rated carrier. Prioritizing safety is essential for maintaining a strong and reputable operation in the industry.

Comunicação Transparente: Mantenha uma comunicação clara e transparente sobre políticas, procedimentos e expectativas. Esteja aberto ao feedback e mostre disposição para fazer melhorias com base nas sugestões recebidas. Lembre-se de que a reputação da empresa é construída ao longo do tempo, por meio de práticas consistentes e compromisso com o bem-estar e satisfação dos motoristas.

Feedback should be encouraged and acknowledged as a positive outlet to voice people's praise or concerns. Both hold their own value and making people comfortable enough to share is imperative in your success as a organization

Para ello los conductores deben estar al corriente de la normativa existente actualizada . Formación continua por parte de la empresa y buenas prácticas por parte de los conductores

No especial caso de motorista longo curso, devido a passar longos períodos, em solidão, afastados de todo e de todos, tempos de espera/operacionais nos diversos clientes, paragens obrigatórias de certos regulamentos, ao fim de cada viagem, é preciso assegurar que tenham tempo de qualidade, para poder usufruir de um pouco de vida social, familiar, libertar do stress das longas horas agarradas ao volante, usufruir de cuidados médicos... O motor do camião se não tiver nenhuma anomalia não precisa desligar, o ser humano TEM...

Esta seria una muy buena practica que las empresas deberían implementar, el saber la opinion de sus trabajadores se pueden poner en marcha distintos programas de motivación, eso genera buenas relaciones no solo entre los trabajadores sino que también con la empresa, el sentirse escuchado y valorado motiva a querer ser parte activa en las mejoras de la empresa y el trabajador querrá quedarse mucho tiempo y eso dará buenos resultados ya que el personal está comprometido

Responsabilidade Social e Ambiental: Demonstre um compromisso com a responsabilidade social e ambiental. Destaque iniciativas sustentáveis e práticas éticas nos negócios. Avaliações Positivas e Depoimentos: Incentive motoristas satisfeitos a compartilhar avaliações positivas e depoimentos. Mantenha uma presença ativa em plataformas de avaliação online.

É de extrema importância as organizações terem em mente que não é somente "ganhar dinheiro" e sim ter responsabilidade com tudo e todos ao seu redor. Vejo muitas empresas empenhadas em garantir seus clientes, mas pecam quando o assunto é meio ambiente.

Eso ni se le vé ni se le espera en España, la cultura del entramado empresarial está basado en que los beneficios sean cuales fueren se quedan en la empresa, el pensar en hacer cualquier tipo de inversión social lo dejan para los gobiernos de turno sin pensar que la comunidad que rodea la empresa puede hacer mucho por ella, ya que por lo general los empleados son parte de esa comunidad cercana, los proyectos sociales dan visibilidad y sostienen un hábitat que suele ser beneficioso para todos los involucrados

El día que los dejen de ver como empleados y los vean como amigos como compañeros de trabajo entenderán que las responsabilidades no solo es de 1 sola persona, hay que aprender a trabajar en equipo. Un jefe no solo es dar órdenes es ayudarte a aprender, a salir adelante a respetar tu espacio y tus obligaciones para que entiendan que hacer un buen trabajo no significa hacer mucho trabajo. Un trabajo bien hecho toma su tiempo por lo tanto hay que dar calidad de trabajo más no cantidad de trabajo

To get quality drivers, one of the easiest ways is to give your existing good drivers an incentive scheme to encourage them to ask other drivers on your behalf, Good drivers will always have friends and ex colleagues that they would like to work with again, or will know of lads looking for work. If existing drivers are paid a two stage incentive for every driver that starts and then paid the second stage for that driver being there after six months you can end up with a team of great lads.

Please consider promoting the high performance accomplishments of your frontline employees as an effective strategy. The idea is to market and promote the people at your agency who are doing “good things” on the job. How? 1. Review each job position that you’re are seeking to fill. 2. Develop a hiring recruitment strategy that focuses on improving the reputation of your agency. 3. Create a marketing strategy that features your highest performing employees who are currently working in that position. 4. Remain agile and ready to make adjustments as needed.

To improve the company's reputation and attract drivers, implementing strategies like providing competitive pay, offering flexible schedules, and prioritizing driver safety can be effective. Additionally, providing opportunities for career advancement, offering comprehensive benefits, creating a positive work environment, and actively engaging with drivers to address their concerns and feedback can help boost the company's reputation and attract more talented drivers.

To improve the company's reputation and attract drivers - Listen to their needs, be empathic - Value their feedback - Ask how else you can help them - Provide solutions to their issues - Treat them with respect

PR is key. We tend to always focus on the negatives. Negative PR ruins recruitment and retention goals, no matter what compensation one offers. Unfortunately, we are dealing with unprecedented (level of) issues that have been getting worse and worse since the COVID 19 pandemic; and no one (governments, law enforcement, social agencies etc.) seems to have a solution.