Top 10 things drivers expect during onboarding

 Know your drivers’ expectations from Day 1

Know your drivers’ expectations from Day 1

Onboarding is a tricky process because in some ways, it’s a perception-setter. You have a maximum opportunity and facetime with drivers to set the right impression. When you genuinely engage with drivers, they will have a favorable perception of you as an employer.

Here are a list of things, which if provided, will engage drivers from Day 1:

Insights into the onboarding plan:

Make drivers aware of what will they gain out of every session. Adults need to know what they're getting into before committing themselves fully into something.  

Let them know when a particular team is going to approach them, and how are they supposed to see themselves after the completion of the onboarding process. Onboarding is a collaborative effort, let them participate completely to make it a success.

Clarity on Salary :

  • What will their pay be based on?

  • When do they get paid?

  • Do they get detention pay, layover pay?

  • Can they reimburse parking?

  • Will they get insurance coverage?

Be very clear about this, so they don’t expect anything but the mentioned salary at the end of the week/month. 

Briefing on the paperwork:

Drivers would develop a trust in you if you make sure whatever they are signing for is well understood by them. To make sure they fully understand these matters, ensure that you thoroughly explain these two aspects:

  • What papers are they signing?

  • How do they benefit by signing them?

  • How long does their notice period last?

Leave Policy:

  • How many days/hours can a driver stay away from work without getting charged?

  • Who do they need to inform for the same?

  • How will attendance be factored in?

By providing a well0structured holiday chart for reference, salary cut-off formulae, and a list of people to approach while any issue arises is a good way of ensuring that your driver knows everything about the leave policy.  Also please mention what needs to be done when the Hours of Service policy conflicts with an urgent work within the company. 

Please answer these questions before they ask you to.

Detention Policy:

Explaining your detention policy in front of drivers can be tricky. There can be controversies between the understanding of the detention period, especially when the driver is new or comes on a prior agreement with the company. Nevertheless, it needs to be done. Let them know how much shall they be paid for the period that they are detained, and when.

Will they be paid for two hours of loading/unloading? 

A proper training on tricks and hacks of how to prevent detention could prove to be significantly beneficial for both the driver and the company. 

A list of people to reach out to:

Your truck drivers must be aware of whom they are supposed to call up for assistance in case anything goes wrong. For example, they should know who to call in case there's  a problem with the app. They should have a point person in the following departments:

  • Ops

  • Accounts

  • Safety

  • Tech (if your company deals with multiple device vendors like ELD makers, app firms etc)

Details about the company:

Explain their job in the larger context of the company. 

  • What is special about your company?

  • How will their work matter?

  • How important is the company's work to the economy?

  • How is your company giving back to the society.

People love working for something larger than themselves. So milk this opportunity to paint an aspirational goal.

Additionally, many firms do not find it of any necessity to be telling drivers the numbers, ideas, and targets of the company - but it is one of the most crucial elements of driver engagement.

Tech training and help:

According to a research by Stewart Transportation, approximately 80% of the drivers didn’t know how to use a camera, or couldn’t tell if the camera was working or not.

Many drivers are not that well versed with technology, and they expected the companies they work with to help them understand details on the new apps that they are supposed to use, operating on cameras, linking maps to other apps and what not.

Make sure your driver understands what he/she is doing before stepping onto the first load. 

A proper review of performance and employee benefits:

Share the parameters on which a driver shall be evaluated, and the benefits that he/she shall gain from it.

  • What happens when he/she becomes a million-mile driver?

  • After how long are the drivers generally promoted in a company?

Such questions when answered, help the drivers establish a personal goal, inspiring them to become better at their work.

Resolution of Conflicts:

If the trucker and the driver manager have a conflict, the driver shall anticipate some regulation that helps him either resolve it, or to be assigned to a different driver manager. A proper protocol and its respective description is something that a driver shall expect when he gets on with on-boarding.

All the mentioned points when embedded in the onboarding process, shall make it more effective and impart a sense of engagement and trust between the driver and the company.

 Truck driver on-boarding is crucial - it helps you set the right tone and context with your drivers.

Truck driver on-boarding is crucial - it helps you set the right tone and context with your drivers.

Conclusion:

Different communication touch-points are necessary at different points during on-boarding. While some factors need to be verbally communicated, some need to be more detailed.

Imagine the difference it would make, if an affable dispatcher breaks the bad news instead of a grumpy one. Similar logic would follow with onboarding. 

During on-boarding drivers come with expectations given prior work experience. And these expectations need to be handled with care. So, it's worth setting aside a few days in finalising the form and format of content and it's mode of delivery.

Here's a summary of it all

For this reason, try Noticeboard. We help you set the messaging right, deliver the content in the form it's intended to be, all in a mobile format, which will continue to keep the drivers engaged much beyond the onboarding stage.

We help companies manage their incredibly large teams on-field staff (about 15,000+ for instance) seamlessly and at scale. We're more than sure that we can help your company too.