Tag Archive for: driver safety tips

HOW WE TRANSFORMED THE DISPATCHER & DRIVER RELATIONSHIP

Hello to everyone out there! Thank you so much for checking out the blog and staying up to date on industry trends with me.

In this blog post, I would like to take a moment to formally introduce myself and give you all some background on my experience in the trucking industry. And, so we can get to know each other.

By the way, you can reach me at Lindsay.Presley@verticalag.com with any comments, questions, or hilarious jokes about life on the road.

Let’s get started!


Just like all of you, I have had jobs in many different industries over the years. I have worked in restaurants, retail, real estate, etc. but nothing felt like home. Until I found trucking!

Several years ago, I made the jump into the trucking scene as a recruiter. It was my first experience with truck drivers, and “Man!” was it eye-opening. I fell in love with the industry, the people, and the sprint pace that truck drivers know all too well.

I became passionate about my work. I gained a whole new appreciation for all the hard-working truck drivers out there, realizing immediately just how difficult the job actually is.

The 14-hour days, being away from home, missing your family, frustration in the lack of communication, the list goes on…

The 14-hour days, being away from home, missing your family, frustration in the lack of communication, the list goes on. But every single truck driver I met holds so much pride in their work, it is intoxicating. So, through those relationships I garnered with big rig drivers, my career path was set. And I am so thankful to every one of those men and women who have inspired me through their work ethic and pride in the job.

After recruiting, I moved over to operations. I ran a fleet of 40 over-the-road reefer drivers, who inevitably came to be my best friends. We spent so much time together on the phone and through messages, they became my favorite colleagues.

My Team


After a time, the inspiration flowed between us. They made me want to work harder. I wanted to be the best dispatcher I could possibly be for them. In turn, we became the best fleet in the nation. We were truly a team. That experience taught me that through mutual respect, gratitude, and a little bit of elbow grease, there’s no such thing as a late load or missed home time. Those were unacceptable, and my drivers held me accountable.

Don’t get me wrong, we had some hard times. Every driver, however, was more than willing to work with me and they fought to stay on my fleet. It was something special.

Eventually, I became the Operations trainer. I administered onboarding training and continuing education to a team of 100+ dispatchers, planners, CSRs, recruiters, managers, and executives. My mission was to show respect to our 1000+ fleet and make the greatest, most efficient, and safest fleet on the road. Procedural training became just a detail. For me, it is all about the drivers.

My Best Friend, the Trucker


Over the next few weeks, I would like to give you some stories about the experiences that made me dedicate myself to trucking. I’ll start by sharing a memory about my favorite truck driver of all time.

His name was Mr. Gentry. We worked together for a long time and to this day, that man holds my deepest respect. He was an excellent driver. He knew every back road and greasy spoon all over the country.

Mr. Gentry was a career truck driver. 45 years on the road. He taught me more about trucking through friendly conversation than any of my superiors ever could. Through those little talks, we became friends.  We delivered hundreds of loads together. The dispatcher in me doubted him sometimes, but he always came through.

He lived a hard life and trucking took its toll, but he was proud of the man he had become. And I was proud of him. He was the truck driver that most strive to be. He was one of the good ones.

He taught me the most important lesson I have ever learned. One that some dispatchers work their whole career without realizing. Truckers are people. They have lives and families and feelings. As simple as it sounds, it’s the rule I lived by as a dispatcher. Always remember that there is a living, breathing person on the other end of the phone.

The Lesson I Learned


In the haze of fluorescent lights, computer screens, and KPIs, we are all still people just trying to earn a living. When the stress of operations takes its toll, it is easy to forget that your drivers are your team. A good dispatcher delivers on time. A great dispatcher makes friends for life (and delivers on time.)

I don’t get to speak with Mr. Gentry anymore, as he has moved on to a better place. But he will forever be with me. And every time I see a purple Kenworth with shiny wheels rolling down the highway, I think of him.

If your dispatchers and drivers aren’t experiencing a fulfilling relationship, the job is simply not worth it. And if you need some advice or information on creating those relationships, please reach out to me or anyone on my team. We are passionate about truck drivers, and we are here to serve.

Thanks for sticking with me. Drive safe out there!

  • Lindsay Presley
  • Former Fleet Manager, now Copywriter
  • Infinit-I Workforce Solutions

 

Lindsay Presley is the copywriter at Infinit-I Workforce Solutions. Specializing in the trucking industry, Lindsay has spent her professional career studying industry best practices. From recruiter to dispatcher to fleet manager to trainer, Lindsay knows the in’s and out’s of trucking. 

She brings her experience to the Infinit-I Workforce Solutions blog through years of front-line experience. Throughout her career, she states the most rewarding experience was supporting her favorite truckers, running miles, and moving freight.

Lindsay.Presley@verticalag.com

Nuclear Verdicts Entice Fraudsters in New Trucking Exploitation Scheme

Why Nuclear Verdicts Are Rising

The term “Billboard Attorney” describes those aggressive and high-energy lawyers who thrive on huge lawsuits. They are pictured standing atop a tractor-trailer shouting, “Have you been injured in a Big Truck Accident? Call Me!” Their commercial ends with a “1-800” number and promises fortunes to accident victims.

Nuclear verdicts, lawsuits with a reward of $10 million or greater, are on the rise in recent years due to their tactics. Not every trucker is completely innocent; some may be neglectful in the way they operate and cause at-fault accidents. However, 90% of CMV accidents are found to be caused by four-wheeled drivers.

With these statistics in mind, other outside influences must be penalizing trucking companies with these massive payouts. The answer is not always in the actions of the one behind the wheel. Trucking companies who aren’t diligent in the training process, or who are found to “slack” on prevention, are coming under fire too. These prosecutors will look for any weakness in the trucking companies’ structure, procedure, or safety culture.

Now, it has gone a step farther than these billboard attorneys waiting for the right call. What was once an opportunistic exploitation of an accident, is now sought by money-hungry fraudsters.

How Trucks Became Targets


Mastermind and scam leader Damian Labeaud was caught red-handed defrauding trucking companies around the New Orleans area. He has entered a plea agreement in an attempt to thwart a harsher sentence. He and his group of six participants, created an intricate scheme in which they would purposefully crash into a tractor-trailer with the intent of suing the trucking company for damages.

This detailed operation involved a driver, or “slammer,” who was the soon to be victim of the accident. A “spotter” stayed behind and acted as an impartial witness but was actually a plant. Labeaud was the driver, usually with other passengers on board; his would either sideswipe the trailer or stage a “near-miss.” After the incident, Labeaud fled the scene in a getaway car to avoid being identified in multiple trucking lawsuits. The spotter flagged down the trucker, who was often unaware of an incident, and filed a fraudulent accident report when police arrived.

Court documents reveal at least two attorneys participated in the scheme; however, they remain unidentified to the public. Participants received thousands of dollars for their involvement. According to the court report, Labeaud staged at least 40 accidents with one of the attorneys.

One of the participants claims her attorney encouraged her to undergo neck surgery to receive a larger settlement.

“[In Louisiana,] We have a litigious culture, and we have a significant amount of marketing for lawsuits against trucks… Self-defense is our best approach.”

Chace McNeely, Executive Director of the Louisiana Motor Transport Association

Your Best Defense


First, your drivers must be aware of the possibility of becoming a target. In the event of an accident, whether at fault or not, make sure they know the proper procedures according to your company handbook. Any variation from procedure could mean punitive damages for your company.

Communicate frequently and clearly about and updates or changes to your accident policy and obtain acknowledgment signatures. This will not only protect your drivers in the event of an accident, it will protect your company from risk.

One of the most proactive measures trucking companies practice is frequent and consistent safety training. Keeping safety practices top of mind leads to changed behaviors. Drivers who are constantly learning and being exposed to training make better decisions and create safer habits.

In addition to your on-board cameras and in-cab technology, add transportation’s #1 learning management system. Infinit-I Workforce Solutions offers a library of 850+ safety training videos, ready to go.

Encourage safer driving habits with Infinit-I Workforce Solutions. Request a demonstration here. In just 30 minutes, we can show you how to enhance your safety culture and reduce your litigation risk.

Additional Reading

Top 5 Surprising Ways Lawyers Attack Trucking Companies – Know Your Risk

How to Sue a Trucking Company and Win Big – The Impact of Rising Nuclear Verdicts

Save Time


The most precious commodity. Online training offers numerous ways to increase your efficiency; the most effective being through online orientation.

Traditional in-person orientation for a trucker is about 3 days on average. Every day that one of your drivers is sitting in a classroom and not on the road is potentially 500 miles per new hire. That’s money lost for your bottom line.

You might be thinking, “It’s not always about mileage, safety is a big part of orientation.”

Absolutely, we couldn’t agree more. Since the beginning of the Coronavirus pandemic, the entire business structure has shifted. Companies are now realizing the need for remote capabilities.

Our learning management system allows your new hires to start orientation as soon as the job offer is accepted. Instead of dozing off during orientation presentations, your drivers can

participate in online orientation from the comfort of their homes.

If you eliminate just 2 days of in-person orientation, you are looking at an additional 1,000 miles per new driver! Increased your efficiency, capacity, and revenue instantly.

Bonus: Since your drivers can work at their own pace while online, they get to spend more time with their family. This means, when your drivers do show up for their truck assignment, they aren’t worn out by several days of repetitive workshops or classes. They are fresh; ready to hit the road and make some money.

“Infinit-I is the pioneer and the leader for online truck driver training. For instance, we were able to cut our new driver orientation from two days into 2.5 hours with Infinit-I.”

-Bobur Hasan, HR and Recruiting

Save Money


The industry average cost of onboarding a new truck driver is around $10,000 each. How many new drivers do you take on each year? Most trucking companies have a turnover between 85-105%.

If you run a fleet of 100 drivers, your onboarding cost for one year could be up to $1 million dollars. That’s cost to hire, before rolling. How many miles would your new driver have to run before your company breaks even? And since the majority of turnover happens in the first 90 days of employment, how many of your drivers stay on that long?

Our safety program has proven to decrease our client turnover by up to 53%. That means is possible for Infinit-I Workforce Solutions to take you from 100% turnover to just 47%. A reduction in turnover like that would save you over half a million dollars per year in onboarding costs. Incredible!

Let’s say, however, that the Infinit-I Workforce Solutions platform reduces your turnover by a modest (very modest) 5%. Here is a simple formula to show your annual savings:

With a fleet of 100 trucks, a 5% reduction in turnover would save your company $50,000 annually.

 

Save Resources – Drivers, Equipment, Fuel


Our #1 goal is to support you in your effort to create safer drivers. Hopefully, you aren’t willing to put a price on a driver’s life. If our frequent and consistent safety training saves even one life, driver or civilian, our platform proves invaluable to your company.

We can, however, put a price on accidents. The average cost of an accidents/incidents in the trucking industry is around $5,000. Our learning management system has shown some clients up to an 18% reduction in accidents.

“The Infinit-I platform has streamlined our orientation process…resulting in lower CSA scores, reduced worker’s compensation claims, and decreased vehicle incidents and accidents.”

-Shepard Dunn, President & CEO

What could a just a 5% reduction in accidents return to your bottom line? If we figure one accident/incident per week for an entire year, your potential savings could be around $13,000 annually. Plug in your numbers below to figure how much your company could be saving.

Remote training can save you resources in so many other ways too. In-person training sessions, no matter how frequent, will always increase wear & tear on your equipment and unnecessary fuel consumption.

Not to mention the loss of revenue while your drivers are traveling to and from the terminal, not making money for your company. These are opportunity costs that aren’t typically considered when planning for safety training sessions.

And since social distancing is here to stay, in-person training presents even more challenges:

  • – What are your legal responsibilities to your employees?
  • – Can you accommodate a 6-foot distance between attendees?
  • – Will you require your drivers to wear masks?
  • – Will you provide masks?
  • – What types of masks are acceptable?

Too good to be true? Nope!


See for yourself with a complimentary, one-on-one, 30-minute demonstration with our experts. In just half an hour, you’ll experience the power of the Infinit-I Workforce Solutions platform.

Our learning management system will not only create safer drivers, but will save you time, money, and resources. We can prove it.

Click here to enhance your safety culture in just 30 minutes.

 

Want to know more…


More New Content Coming Soon! Check out these new additions to our library.

Out-perform, Out-shine, and Out-grow your Current Safety Culture

Why A Positive Dispatcher & Driver Relationship is Key

Why You Should Be Focused on Your Employee’s Cultural Relationships Now More Than Ever

The Federal Aid Highway Act of 1956


The Federal Aid Highway Act of 1956, signed into law by Dwight D Eisenhower, allowed $25 billion to construct a roadway system to efficiently connect the states. The bill is also known as the National Interstate and Defense Highways Act; its purpose to allow access for military defense during war.

While most drivers are aware and appreciative of this action, most do not know it was inspired by Eisenhower’s personal experiences in the Army. Lieutenant Eisenhower was a participant in the Transcontinental Motor Convoy in 1919, long before his presidency or the interstate system we know today.  The convoy left Gettysburg, Pennsylvania via the Lincoln Highway and headed to San Francisco.

They experienced numerous infrastructural challenges along the way. The convoy damaged bridges, became stuck off-road, and damaged equipment as a result of roadway conditions. The trip across the country took two months.

Because of this experience, Eisenhower was an advocate of constructing an interstate highway system to support national defense. In times of conflict, the US Army will be able to efficiently move troops and supplies across the country in just a few days, rather than months.

While truck drivers, along with the American public, still reap the benefits of this interstate system, it is aging and in need of major reconstruction.

2021 Budget Appropriations for the Department of Transportation


 

On July 14, 2020, the House Appropriations Committee voted on a $158 billion legislation to support the Department of Transportation, among others. The bill, passed in a vote of 30 to 22, will focus in part on the country’s aging transportation system.

 

“The departments and programs funded by the THUD bill are integral to our way of life – housing and transportation connect us to jobs, services, and education.”

-Chairman David Price, House Appropriations Subcommittee on Transportation, Housing and Urban Development, and Related Agencies.

The Secretary of Transportation received $1 billion for highway infrastructure program. From the full committee print, the allocation requests are listed below.

In the coming years, we are likely to see major reconstruction of interstates across the country. With improved highways, trucking companies will experience increased fuel efficiency and lower mechanical maintenance costs.

For You


As long as we have highways, however, we will always have construction. You do not have to wait until this project is complete to benefit from increased fuel efficiency and lower maintenance costs. Infinit-I Workforce Solutions can help you get a jumpstart on those issues and improve your bottom line now.

Over the course of two years after implementing our system, American Central Transport experienced a fleetwide increase of almost 1 MPG. The Director of Safety states it was because of continual training and counseling through the Infinit-I Workforce Solutions platform.

You can do it too. We will show you how. We are offering free demonstrations of our system to anyone interested in enhancing driver performance. Give us 30 minutes to demo. If you like the program, and you will, we will give you 30 days to utilize the system absolutely free.

Further Reading


8% of Truck Drivers Could Lose Their Job if their Employers Do This To Save Money

More New Content Coming Soon! Check out these new additions to our library.

Out-perform, Out-shine, and Out-grow your Current Safety Culture

Why A Positive Dispatcher & Driver Relationship is Key

We’ve been hard at work! Now, we are giving you a sneak peek at our August 2020 releases. We have put together a series of updated video content to ensure your drivers have the latest information.

Not only are we creating and releasing new content; we are also updating our existing content. Experience the new look and feel of our brand new, up-to-date, Hours of Service, and School Bus training videos.

Your Client Success Representative will gladly introduce this new content to you. Give us a call and we will assign it to your fleet immediately.

Trucking – Hours of Service Series


Introduction to Hours of Service

A quick intro discussing who must comply with the new HOS regulations.

Video Length: 2:38

The 14-Hour Window, 11-Hour Limit, 60- 70-Hour Limit

Detailed explanation about the three maximum duty limits under the house of service regulations for commercial motor vehicle operators.

Video Length: 3:28

The Thirty Minute Break and 34-Hour Restart

We take a close look at the hours of service regulations regarding the 30-minute break and 34-hour restart.

Video Length: 2:08

On-Duty Time, Travel Time, and Off-Duty Time

This session details the differences between on-duty, off-duty, and travel time according to FMCSA hours of service regulations.

Video Length – 3:36

The Sleeper Berth Provision

We focus on the nuances of using the sleeper berth to serve required hours off-duty while on the road.

Video Length – 5:05

The Driver’s Daily Logbook

Even if drivers utilize the updated ELD method of tracking hours of service, they should still know how to manually fill out a paper logbook. This video covers the details on:

  • – What a logbook looks like
  • – What information is required
  • – How to record this information properly
  • – How long to keep the logs and where

Video Length: 4:06

Interstate Truck Driver’s Guide to Hours of Service

The FMCSA provides this guidebook that covers specifics of the hours of service rules. Learn about:

  • – Regulations
  • – Who must comply
  • – Time limits
  • – On-duty vs. off-duty
  • – Rule exemptions
  • – How to record hours served

Length: 28 pages 

Hours of Service ELD

This module teaches how ELDs work, who must use them, and why they are an improvement on how drivers track their hours.

Video Length: 4:25

Exemptions/Exceptions

Driving situations where hours of service may not apply or may function a little differently. This section discusses some hours of service exceptions and their corresponding rules.

Video Length: 2:57

Hours of Service Changes in 2020

Information regarding the recent changes made to the FMCSA hours of service regulations.

Video Length: 2:08

 

Schools


School Bus – Security

Learn Basic procedures for coping with security hazards on your school bus. These include:

  • – Reacting to suspicious persons or devices
  • – Suspected use of a weapon
  • – Bomb threats
  • – Hostage or hijacking situations

Video length: 7:55

 

Spanish Videos


Lane Restrictions: Restricciones de Carril

Aprenda cuándo y dónde el conducir en el carril izquierdo es aceptable para vehículos comerciales grandes.

Learn when and where driving in the left lane is acceptable for large commercial vehicles.

Video Length: 5:22

 

Future Clients:


Right now, we are offering complimentary access to our system for 30 days. No money down, no contract, no obligation.

Run us side-by-side with your current learning management system. Why not? It’s free for you! And we love a good challenge.

Infinit-I Workforce Solutions wants to give you 30 days. Because that’s all it takes to prove our value and earn your trust. Click here to sign up today!

 

 

Additional Resources:


It’s a Trap! Safe Driver Week – Speeding Blitz.

Gearing Up for Safe Driver Week; Preparing Drivers for Speeding Blitz

Out-perform, Out-shine, and Out-grow your Current Safety Culture

Why A Positive Dispatcher & Driver Relationship is Key

Why You Should Be Focused on Your Employee’s Cultural Relationships Now More Than Ever

Guest Speaker Spotlight

Safe Driver Week is upon us once again; this year’s focus is speeding. The industry expects to see an increase in the number of citations and warnings issued this week compared to normal. Especially since excessive speeds have become common during the pandemic.

Infinit-I Workforce Solutions is working to support trucking companies throughout speed week by getting advice directly from the source. We assembled a panel of experts whose advice will drive us to success.

A live webinar will take place July 9th, 2020 at 10:30 am CT featuring the following speakers:

Mark Rhea, CDS  

  • Truck Transportation Executive, 34 years
  • Certified Safety Director (NATMI and TXTA)
  • Licensed CDL and CMV Inspector, Texas DPS
  • Freight/Logistics Advisory Board, Council of Governments for North Texas/Cedar Valley College
  • Commissioned Officer, U.S. Army
  • Trucking Industry Consultant

Christopher J. Turner, Esq.

  • Director of Crash and Data Programs, Commercial Vehicle Safety Alliance
  • Past President, CVSA
  • Former Kansas Highway Patrol Officer

Major Chris Nordloh

  • Commercial Vehicle Enforcement Coordinator, Texas DPS
  • 20+ years in the Commercial Vehicle Enforcement Service of the Texas Highway Patrol
  • Secretary, CVSA

Their credentials alone should be more than enough to prove that you need to be here.

But if you need more proof, here you go:

Speeding


Looking for the most efficient way to slow your drivers down without sacrificing profitability? Keep talking about it.

Speed is a constant factor that takes continual adjustment. Your drivers must be hard-wired to think about speeding as soon as they climb in the tractor. There are two main reasons why a truck driver feels the need to operate at an excessive speed:

  • Indifference or Lack of training – Some drivers out there just don’t care about speed limits. And they will admit as much. When they see their speedometer reaching the upper limits, the only thing on their mind is, “more miles, more money.”

However, they fail to recognize that being pulled over for speeding or a traffic accident will slow them down. A severe accident could slow them down for days, if not forever.

  • Pressure from Dispatcher – The relationship between a driver and dispatcher requires a delicate balance of management, cooperation, and friendship. When the balance is disrupted, you may have drivers or dispatchers intentionally underperforming.

Are your dispatchers and drivers friends or simply acquaintances? It is difficult to maintain a healthy relationship over the phone or through dispatch messages. A healthy relationship will not only improve employee morale but will also enhance your safety culture. You will experience an increase in productivity when everyone is committed to working together.

And Infinit-I Workforce Solutions has two solutions:

  • – Our 850+ training videos are an effective way to drive the right behaviors over time. It has been proven that frequent and consistent training keeps safety top-of-mind.
  • – Infinit-I Workforce Solutions offers a 52-week course that focuses directly on improving the relationship of your drivers and dispatchers. You will see immediate results in communication and cooperation with The Dan Baker Cultural Relationship Program. Learn more here.

Seatbelts


Is there ever an excuse to operate sans-seatbelt?

Simple answer: NO!

We know it’s illegal. We know it’s unsafe. We know the likelihood of injury or death is much higher without one. So why do some drivers choose to go without? Accountability.

“I didn’t know I was supposed to wear a seatbelt.”

How well do you think that would go over with a DOT officer, especially during Safe Driver Week? The good news is: Infinit-I Workforce Solutions recognizes this as a real, conquerable issue. We have training ready and available to be assigned today.

Our learning management system will allow you to assign training videos based on the areas of your company you would like to strengthen. We will automatically track all training, testing, and acknowledgment in our database. You will have immediate access to all your training records anytime, anywhere.

Cellphones


Since the adoption of touch screen technology, large truck occupant fatalities have maintained an upward trend. Correlation, in this case, may not necessarily mean causation. We do know, however, that mobile phone usage is a huge problem.

Officers will be on the lookout for “cellphone drivers” during the blitz. Make sure your drivers are aware of your company’s cell phone/mobile device policy as soon as possible.

Ideally, you would like to have their signature on file as proof of acknowledgment of your policy. This practice not only encourages safe driving, but also reduces your company’s liability in case of an accident. Readily available documentation will prove your due diligence and mitigate risk.


You MUST prepare for Safe Driver Week. Infinit-I Workforce Solutions already has a process in place to help you accomplish these goals. Don’t worry about developing a training plan, getting it approved, and maintaining participation after deploying it to your fleet.

We’ll do it for you.

An enhanced safety culture is just a few minutes away. Call today. We’ll walk you through it.

Keep Reading…


Gearing Up for Safe Driver Week; Preparing Drivers for Speeding Blitz

7 New Social Responsibilities of Truckers; COVID-19 + July 4th

Out-perform, Out-shine, and Out-grow your Current Safety Culture

Why A Positive Dispatcher & Driver Relationship is Key

 

The Commercial Vehicle Safety Alliance (CVSA) is an international effort between industry participants, focused on improving roadway safety. They maintain efforts to educate all drivers in several categories, including International Roadchecks, Brake Safety, Hazardous Materials, etc.

The Operation Safe Driver Program was created by the CVSA to bring awareness to the significance of proper driver behaviors.

Safe Driver Week takes place July 12-18 this year with speeding as the main target. Officers will especially be looking for drivers who are operating at excess speeds. Last year, over 17,500 speeding tickets were issued to commercial and passenger vehicles during the weeklong blitz.

Last year during the same week, CMV drivers received more speeding tickets than the following, combined:

  • – Failure to Wear a Seatbelt
  • – Using a Handheld Phone/Texting
  • – Improper Lane Change
  • – Possession/Influence of drugs or alcohol

Why is it important?

Most accidents involving a CMV are caused by driver behavior, but most often, it wasn’t the trucker’s fault. With crowded highways, speeding four-wheelers, and governed big rigs, traffic accidents are inevitable. Proper training and awareness can significantly reduce the likelihood of an accident involving you or your drivers.

Speed-related issues cause 9,378 crash fatalities in 2018.

9,378 people are dead because someone was driving too fast. Excessive speed is always avoidable and always unacceptable.

No load is worth your life or the lives of others around you.

What are we doing?

Infiniti Workforce Solutions is sponsoring an exclusive webinar for all safety personnel. We will be discussing CVSA’s Safe Driver Week focused on speeding. Three industry experts will be giving best practice advice to help you prepare your fleet.

Here’s the lineup of guests:

-Mark Rhea, Industry Consultant, Infinit-I Workforce Solutions

-Chris Turner, Director of Crash and Data Programs, Commercial Vehicle Safety Alliance

-Major Chris Nordloh, Commercial Vehicle Enforcement Coordinator, Texas Department of Public Safety

If you want to be proactive during the weeklong blitz, do not miss this webinar. Registration is free. Sign up here.

Infinit-I Workforce Solutions is offering a 30-Day Complimentary Trial to new users.

Absolutely free, no-obligation. Because 30 days is more than enough to prove our value.

And if not, you’ve had access to transportation’s #1 learning management system for free. No cost, whatsoever!

Here’s what you’ll gain:

Automatic Documentation – A rock-solid LMS that captures training and tests your employees on what they learned

Content Library – More content than any other transportation LMS. 850 training videos.

Unmatched Service – Dedicated Client Success Rep who works for you.

Enhance your safety culture today, click here to learn how.

 

Additional Resources:

7 New Social Responsibilities of Truckers; COVID-19 + July 4th

Out-perform, Out-shine, and Out-grow your Current Safety Culture

Why A Positive Dispatcher & Driver Relationship is Key

Why You Should Be Focused on Your Employee’s Cultural Relationships Now More Than Ever

5 Intangible Must Haves that Truckers Crave in the Job Market

Wow! Dan Baker, what an insightful thinker!

We can’t stop talking about the inspiring webinar this week featuring Dan Baker, so we decided to blog about it.

His wisdom and knowledge and overall-attitude about truck drivers are downright infectious! (Bad choice of words during a pandemic?)

The trucking industry moves fast. If you’ve never seen the inside of an operations department, you may not realize the stress and anxiety that exists. One might compare the energy level to the trading floor of the stock exchange, or the stress of air traffic control.

All of this with a solitary purpose, deliver consumer goods on time.

What is a Cultural Relationship?


Research states that employee satisfaction is one of the most important factors in retention. One employee’s attitude can change the feeling of an entire workspace, either positively or negatively.

Bright HR introduces the concept of a psychological contract between employers and employees. The idea states that employers have an obligation to recognize the mental state of their employees and identify potential issues that may arise.

A company’s culture has become a prevalent topic in the working world. Leadership is focused on creating solid cultural relationships between employees.

Employee dissatisfaction leads to a higher turnover. High turnover leads to lower profitability.

The cost of replacing an employee can be thousands of dollars, depending on their position. Creating a workspace where employees feel respected and valued can support one of the best cost-cutting tools; retention.

Why is it important?


Turnover is an ever-present pain point, especially in the trucking industry where average driver turnover hovers north of 90%. The current driver shortage means there are many options for most drivers to easily find another trucking job.

Most of the time, it’s not about the equipment. Or the sign-on bonus. Or the size of the fleet.  While those are factors in the decision-making process, there are other, non-tangible perks that truck drivers are looking for.

With that in mind, employers are focusing on how to make their company the place drivers want to be.

5 Intangibles Truck Drivers Crave


Honesty

From day one, truck drivers just want to hear the truth. Recruiting, especially in transportation, has become a sales position.

Recruiters are trained in sales tactics. They are instructed to ask open-ended questions to identify value points. Then use those value points to entice the drivers. Sometimes, this can feel like a sales pitch to the driver instead of the beginning of a working relationship.

From the moment a driver posts a resume on a job board, their phone starts ringing nonstop. It is easy to get overwhelmed with all the interviews, emails, and screening they have to participate in.

Remove the vail of the sales pitch. Be honest. If you value that driver, tell them.

Communication

After they are employed, you must be able to carry that through to the operations side. One of the most frustrating things for an employee is lack of communication.

Imagine what it’s like to be sitting in a tractor-trailer, waiting for an assignment. Being told, “I’m working on something for you.” Only to wait hours and hours to be dispatched with absolutely no idea when they might get to start rolling.

That driver, or any employee for that matter, would much rather hear, “I won’t have an assignment for you for another 3 hours.”

They may not be happy about the situation, but setting the expectation is always better than leaving your driver hanging.

Respect

Truck drivers are the ultimate boots on the ground, front-line, in-the-know resources of the industry. And they deserve to be treated as such.

Even though they are not sitting in a cubicle at the terminal every day, they are still just as much a part of the workforce. Dispatchers, safety officers, managers, executives, truck drivers, and everyone in between should see themselves as coworkers.

This is where your company culture determines your employees’ cultural relationship. Do they see themselves as a team with a common goal? Or is it every man for himself?

To create a positive experience for everyone involved, focus on enhancing that relationship. Explore training options to encourage a workforce that shows respect to each other.

Fast Orientation

Since turnover is so high in the trucking industry, drivers can move companies often. They have been involved in every type of orientation available. And most of the time, they flat out don’t want to be there.

They’ve heard the presentations, they’ve filled out the paperwork, they’ve taken tests repeatedly.

With the latest technological advances, the practice of in-person orientation has become all but obsolete. Infinit-I Workforce Solutions allows trucking companies to virtually conduct online orientation from the comfort of their own home.

Orientation begins immediately after a job offer is made. The short, Netflix style videos or new hire paperwork get sent directly to your new driver’s computer, tablet, or smartphone. They can participate in all your regular “class-room style” orientation activities before they even arrive at the terminal.

Truck drivers just want to get on the road. For some, sitting through 3+ days of repetitive orientation is an eternity. We can change that.

To drive

Enough said.

Empty asphalt road in summer.


As previously mentioned, Dan Baker is an expert at creating positive and encouraging cultural relationships, specifically in the trucking industry. His Cultural Relationship Program was born of a need for connection and change.

One thing has become palpably apparent during the national emergencies recently: truck drivers are essential. And they should be treated that way. A strong cultural relationship is mutually beneficial for everyone from the front lines all the way up the ladder.

The Dan Baker Cultural Relationship Program will help you evaluate your business structure and allow you to eliminate weak points and solidify your strengths.

Click here for more information.

Additional Resources:


Why You Should Be Focused on Your Employee’s Cultural Relationships Now More Than Ever

Why your Safety Culture will Die without Buy-In. And how to get it.

HOT HOT HOT! Sunshine Threatens Truckers. Here’s What Your Fleet Needs to Know

Truck drivers are in high demand, and they know it. Because of the driver shortage, truck drivers expect more from their employers than ever before.

You must become the kind of company a driver wants to work for.

Truckers move fast.  Formalities disappear when communication is hurried.  In the rush, sometimes we forget to see each other as people.

As someone’s mom or dad.  As someone’s son or daughter; grandma or grandpa. Sometimes we forget about each other’s lives lived outside the walls of the company.

The Cultural Relationship


Retention is one of the key factors in the profitability of a trucking company. And to achieve long-term retention of your drivers, they must value your company and want to be there.

Establishing a cultural relationship focuses on enhancing the employee experience. Building positive working relationships between employees improves employee retention and satisfaction.

From Drivers, Operations, Shopworkers, Recruiting, and everyone in between. Add enterprise-wide value with these takeaways:

  • Employee Development
  • Improve Communications
  • Encourage Cooperation
  • Foster Professionalism
  • Reinforce Company Culture

Drivers and Everyone else


A driver’s relationship with your company is formed by every single interaction, from day one. Think about your recruiters, your dispatchers, your mechanics; their job performance of determines the driver’s perception of your company.

An adequately trained and competent workforce leads to greater driver satisfaction. Which, in turn, reduces your turnover and saves you money.

Every employee is responsible for your company culture, a critical factor in retention. Every single employee is a key piece in making your company the place drivers want to stay.

Think about your drivers’ typical day, whether at the terminal or on the road. Every point of contact they meet is potentially a pivotal interaction.

Each of those points of contact determines the driver’s perception of the company. Each interaction is an opportunity to create value for the driver.

At any moment, your driver could experience an unfulfilling encounter with another employee. If that driver decides to leave your company, the cost of a new hire replacement is tremendous.

Your winning team depends on motivation, encouragement, and employee morale. Discover the secret to all three with The Cultural Relationship Program: The People Side of Trucking with Dan Baker.

The Dan Baker Cultural Relationship Program


The son of a trucker, Dan Baker utilizes his 40+ years in the industry to improve trucking operations. His consultation builds relationships between employees that bridge generational gaps.

Dan has developed the Dan Baker Cultural Relationship Program, designed for all employees. From the administration to the shop, from the CEO to the custodial staff, this program will improve their communication skills.

The Dan Baker Cultural Relationship Program is available now on the Infinit-I Workforce Solutions platform. It is presented in three sections:

Employee Development (71 videos)

  • Company Culture, Parts 1 & 2
  • Conflict Resolution, Parts 1 & 2
  • The Most Important Part of the Process is You
  • Our Five Basic Needs
  • Perception
  • How We Perceive Ourselves
  • What Makes People Tick?
  • Comfortable With Yourself

Dispatcher Development/Communication Training (64 videos)

  • Dispatcher Foundations
  • Perception
  • Trust and Respect
  • The Generational Challenge
  • The Functions of a Dispatcher, Parts 1&2
  • Successful Communication
  • The Dispatcher/Driver Relationship
  • Managing Your Own Thinking, Parts 1 & 2

Recruiting Insights (18 videos)

  • Generational Turnover Parts 1 & 2

Poems & Stories (2 videos)

Other Interesting Articles:


Why your Safety Culture will Die without Buy-In. And how to get it.

HOT HOT HOT! Sunshine Threatens Truckers. Here’s What Your Fleet Needs to Know

28 Things Every Employer Should Do While Employees Are Heading Back To Work

Truck Drivers Challenged by Demonstrations All Over the Country

Minimize Mistakes to Maximize your Most Valuable Resource – Your Drivers

What is Buy-In?


One of the most used and sought-after business phrases in the workplace today: Buy-In. When you have a project idea, but you are not a decision-maker, you must get the approval of higher-ups to go ahead.

Before the pitch, you must begin campaigning, gathering support from like-minded co-workers who share your vision for the future. Their support is called “Buy-In.”

Think about the process of starting a business. Most likely, you would need the financial support of investors. The first investor is usually the hardest to convince. Once you have a board of supporters, it is easier to get new ones to sign on.

Selling points


As with any business proposal, the pitch must include the top benefits of the product you wish to implement. Find the aspects of the product that will benefit your company the most and bring those to the presentation.

For instance, your decision-makers may be concerned about the additional workload with this new product. Focus on the redistribution of work that is offered by Infinit-I Workforce Solutions.

They may say the budget doesn’t call for an additional product. In that case, look for all the returns offered by the investment. For example, Infinit-I Workforce Solutions has been proven to reduce the number of accidents for clients.

One prevented accident could save a company thousands of dollars. In that case, the system pays for itself.

When the issue is budget-related, ask yourself what factors you examine when putting a price on your driver’s safety. How are those factors weighted?

Of course, this is a silly question. There is nothing more important than the safety of your fleet. When the return on investment is life or death, establishing a solid safety culture is paramount.

Push Back


When faced with changes, people naturally look for reasons to push back. Humans respect a routine. We feel most at ease when there are no surprises or new tasks to learn. Stepping out of one’s comfort zone is scary to some.

So, when pitching a new project, you will run into some nay-sayers who are not interested in advancing their skills but would rather coast through another day. Your safety culture, however, should never be diluted just so it appeals to those who are complacent.

“We wanted a well-rounded training program. Training dispatchers how to talk to drivers. Everyone has to understand the industry or there will be communication issues back and forth.”

-Larry Finley, Environmental Health & Safety Manager, White Arrow, LLC

As with any profession, employers tend to get the most push back from veterans of the industry. They will hear things like…

“We’ve never had to do this before.”

“I’ve never had an accident.”

Handling Objections


Of course, neither of these are qualifiers to skimp out on training. Accidents and incidents can happen at any moment, to anyone.

Experience managers plan for negative feedback. Try to think of every reason an employee might not want to participate. Prepare a rebuttal for each of them.

“I’ll quit before you make me do more training.”

This is, perhaps, the most challenging form of push back. Take a moment to realize the implications of this statement and how it threatens the quality of your safety program. If you have an employee that does not support the improvement and future direction of your company, you should reevaluate their position.

“There is an apex we want to shoot for. Value of training and the value of people and their safety. Do it right, do it safe, and treat everyone like a leader.”

-Jonathan Richardson, Director of Corporate Training, Martin Transport, Inc.

Mission Critical


Above all, you must prepare to counter uncertainties within your target audience. If your goal is to ensure the safety of your fleet, focus on frequent and consistent safety training.

Now, you can do it for free. Infinit-I Workforce Solutions is offering a Complimentary 30-Day Free Trial to help you gain the Buy-In you need to improve your safety culture.

“Safety training doesn’t just come from a vacuum; you have to start someplace… It’s a process that has to be addressed year-over-year with ownership…”

-Craig Hart, Product Manager, Infinit-I Workforce Solutions

Further resources and expert advice are available in the Infinit-I Workforce Solutions Fast Forward Webinar Series.

In other news: 

7 Steps to Get Safety Ideas Out of the Boardroom and Implemented Into Safety Culture

Why Enhanced Safety Culture is Your #1 Money Saver

Premier Safety Culture Advice