improve teamwork

4 Tips for Using Feedback to Improve Teamwork

In a warehouse setting, all members of the team must work collaboratively to get things done. If one piece of the puzzle is missing, productivity is diminished. 

How can you ensure your employees work together well? It starts with asking for and acting on their feedback related to issues like other workers, equipment, training, and processes. 

How to Make Feedback Work for Your Company

While occasionally asking for feedback during one-on-one meetings with your employees and through biannual surveys can be helpful, implementing an ongoing feedback program will have a foundational impact. 

When you’re regularly gaining insight into the thoughts and concerns of your employees, you can make better-informed decisions about how to keep them happy, safe, and working collaboratively.

But whether you’ve only recently begun a feedback program or have had one for years, you may wonder how to make the most out of the feedback you’re receiving. Here’s our best advice for using feedback to boost teamwork:

1. Build Feedback Into Your Onboarding Procedures

To get an accurate picture of how your team works together, it can be helpful to have an “outsider’s perspective.” To capture that view, you’ll need feedback from those who aren’t yet inside members of your team — your newest employees.

During orientation and training, talk through how WorkHound works, including how exactly to use the tool to provide feedback. You’ll also want to talk about why it’s important for workers to provide feedback and how it benefits overall operations and the employee experience.

To promote trust in the program, share testimonials about its benefits from your current employees, ideally offering an in-person, firsthand view of how it works. By encouraging employees to share their feedback from day one, you may gain insights you otherwise wouldn’t about ways processes and teamwork can be improved.

2. Look for Critiques, But Also Praise

There’s a common misconception that all feedback is negative. But that’s simply not true! While companies certainly get feedback about ways they can improve, they also receive a good number of comments related to areas of the company that work efficiently. 

When you’re looking at the feedback you receive from workers, dive into it holistically. Certainly, you’ll want to pay attention to complaints in order to offer meaningful solutions. But when it comes to promoting effective operations and teamwork, you can often gain keen insight from what your employees are praising.

Seeing what’s going well can help you make adjustments in other processes, and you’ll also have a good understanding of who’s leading the way.

3. Look for Potential Problems With Training

Many issues that seem directly related to how employees work together can actually boil down to a problem with training. When you receive feedback related to other employees or with processes, take a closer look at your training efforts around the work they’re doing.

Review onboarding and training materials — as well as presentations or notes — about the specific processes they’re involved in. Are there gaps in what’s covered? Is it unclear who is responsible for what? Do some parts of the process interfere with other steps?

All of these issues can cause teamwork to break down, and they can often be fixed with changes to processes and procedures, using feedback as a guide to implement fixes.

4. Listen to the Quiet Voices

All too often, the only voice you hear when it comes to employee feedback is the loudest one. And while you can certainly gather good insight into worker needs and wants through vocal employees, you’ll miss out if you don’t listen carefully for other voices.

How does this translate to a platform using written communication as a mechanism for feedback? Easily! Your loud voices are the ones you hear from more frequently. They may speak up often to share frustrations or ask questions.

The quiet voices — those that often get drowned out — are from employees who only rarely share their thoughts. While they’re less vocal, they typically have something impactful to say. And they can shed light on problems with other employees, with the equipment they’re using, and with processes. 

Real-time feedback from your employees can help you make real-time changes with a positive impact. Sign up for a free demo to learn how WorkHound can help.

retaining warehouse workers

Retaining Warehouse Workers Isn’t Just About Pay

While all workers want to be paid well for the work they do, pay is rarely the only deciding factor when it comes to retention. When you’re looking to stabilize turnover within a warehouse environment, it’s important to think outside the (pay) box. 

But if workers these days aren’t solely looking at pay as a determining factor, what are they looking for? Let’s explore some benefits that the modern-day worker is looking for in a warehouse setting.

4 Non-Pay Differentiators Warehouse Workers Are Looking For

While it’s certainly important to make smart, effective moves when hiring in a tight labor market, it’s even more essential to keep existing workers satisfied and promote their well-being.

But employee satisfaction looks different today than it did a decade ago — and in fact, with the pandemic and The Great Resignation in the mix, workers are looking for something different today than they were even a year ago.

Not sure where to begin? Start here:

1. A Safe Work Environment
Warehouses are one of the most hazardous work environments, with potential safety hazards present in nearly every aspect of the work. Before asking workers to commit to putting in time each day in the warehouse setting, invest time and money into ensuring the space is safe. Employees want to know their lives and limbs aren’t at stake.

Pay particular attention to areas of the warehouse space identified by OSHA as distinct safety hazards, including forklifts, docks, conveyors, chemicals, and charging stations. You can also assist the individual employees themselves by promoting ergonomic working conditions to help them avoid repetitive motion injuries or musculoskeletal conditions.

2. Flexibility & Autonomy
While many types of businesses have incorporated remote work or hybrid offerings into their operations, that’s not possible in the warehouse environment. With that said, though, you can still offer your employees some level of flexibility.

This may include offering less rigid schedules, rather than simply categorizing employees into one shift or another for the long run. But it can also include giving workers more flexibility and autonomy in how they perform their work. While it’s essential for work to be conducted in a way that’s safe, allowing for some give-and-take in processes can be helpful. 

Even if employees don’t have the autonomy to make these decisions and tweaks to process, it’s important to give them the ability to share their thoughts on what could make their work more efficient.

3. Opportunities to Climb the Ladder
Very few employees — in any role, in any industry — want to feel boxed in to a single position, with no ability to advance from it. All employees, even those hired into entry-level positions, should be provided with details about how they can eventually be promoted into other roles.

This advancement won’t look the same for every employee. Some may have a natural inclination toward leadership, but others may simply be looking for something different that’s more suited to their individual talents. 

Knowing that these opportunities exist and being offered the appropriate training and guidance to take advantage of them can be a difference-maker.

4. Skin in the Game
While some employees may simply want to clock in and out in an unobtrusive way, many employees today want to feel like their perspective and input is valued by management.

That’s why it is important in today’s workforce to give employees a way to raise their voices and feel like they have “skin in the game.” A feedback program like WorkHound that allows workers to provide real-time questions and concerns can help.

“Just like truck drivers, warehouse workers can often feel like a number,” says Cheney Tardio, Director of Customer Success at WorkHound. “But when you’re asking them to help make your company better and letting them know that their opinion is valued, it can be a huge difference-maker. It means workers aren’t simply clocking in and clocking out, but that they actually have a voice in how things are done. They may not have a physical seat at the table when decisions are made, but they know their influence matters.” 

Want to set up your warehouse employees with a tool to share problems and concerns? Sign up for a free demo to learn how WorkHound can help!

employee benefits

Offering a Feedback Program Is an Employee Benefit. So Spread the Word!

When you think about employee benefits, things like pay and insurance coverage probably come to mind. But the workforce is quickly evolving, and what worked in the past benefit-wise may not today. 

Employees today are looking for out-of-the-box approaches that make them feel valued and respected. An easy way to offer feedback fits the bill. 

How can you sell the benefit to potential hires? We’re filling in the details.

What Today’s Employees Value

Today’s workplace looks different than the workplace looked even three years ago. The COVID-19 pandemic and its varied effects on the workforce have led to changes across most industries.

The Great Resignation — perhaps more aptly called the Great Reassessment — led many employees across the workforce to reconsider whether their work was fulfilling and whether their working conditions were acceptable. Many people chose to leave the familiar comfort of a place of employment in search of greener pastures and employers who would value them as people and not simply as doers.

While the trucking industry is an outlier when it comes to some aspects of the “typical” workforce, trucking carriers are all too familiar with the challenges of employee turnover and sometimes mass resignations. Professional drivers will quickly make a move to a competitor if they feel that the carrier offers an advantage in terms of benefits or overall driver experience.

In this sense, drivers are looking for the same thing other employees in the Great Resignation are: They’re all looking to feel valued and respected for who they are and what they offer to a company. 

Why a Feedback Program Is an Employee Benefit

If employees are looking to feel respected for the value they bring to a company, it only makes sense that they want to have their voices heard by company leadership. Professional drivers may not have the daily opportunity to pop in and visit the company CEO in his office, but they want a parallel opportunity to provide their insights when and as needed.

A feedback program provides a mechanism to do exactly that. When your company offers a continuous feedback program like WorkHound, you’re providing your drivers and other employees with a way to offer real-time perspective about what’s happening and what they need. Their voices are being heard.

While it’s important to offer drivers multiple ways to communicate effectively with other employees and your leadership team, this type of real-time feedback tool offers an unparalleled opportunity to employees. They can reach out with in-the-moment questions, concerns, critiques, and praise related to whatever is occurring in their daily work, all from their fingertips.

Spreading the Word About a Feedback Tool

It is well-established that professional drivers want to be able to offer their perspective and thoughts about company processes, benefits, equipment, and other aspects of their work. Being able to do so allows them to have a voice in the company’s day-to-day operations — and in many cases help enact meaningful improvements — even though they aren’t in-house.

Having a feedback program, then, sets you apart from other trucking carriers. It is a benefit, and it should be promoted as one. Spread the word by:

  • Including a mention of a feedback tool, or specifically WorkHound, in your advertisements about open driver positions
  • Adding driver testimonials about their experience with the feedback program to your website, driver recruiting site, and social media pages
  • Encouraging drivers to share how the program works and how it benefits them with peers through their social media accounts, on driver networking pages, and in face-to-face interactions, such as at truck stops
  • Arming recruiters with information about how the feedback program works and tangible examples of how the program has resulted in changes that enhance the driver experience

Offering your professional drivers a meaningful way to offer feedback is a big benefit. Sign up for a free demo to learn how WorkHound can help.

warehouse workers

Are You Really Listening to Your Warehouse Workers?

You have a feedback program in place, but are you really paying attention to what your warehouse workers are saying? Practicing the art of “active listening” is an important step for companies to take to improve employee satisfaction and retention.

But what’s the difference between active listening and regular listening? Keep reading as we fill you in.

Using Active Listening to Strengthen Your Feedback Program

Having a feedback program is an important part of improving your company culture and boosting employee satisfaction. But it isn’t enough to simply have the program in place.

Once you’ve introduced the program and asked your warehouse workers to share their ongoing feedback, you have to actually act on that feedback. In order for workers to provide the feedback you need to keep your operations running smoothly, they need to know they can trust you to do something when they put in the effort to share constructive criticism.

You build that trust when you take a piece of feedback, consider the problem or issue, and offer a meaningful solution, whether that’s a big or small action. Ready to jump forward toward the action part? First you need to drill into the “consider the problem” part.

In order to make educated and strategic decisions to improve working conditions and overall operations for your warehouse, you have to be willing to not only hear what your workers are saying but also to take time to consider it. 

In other words, when you’re reading a piece of worker feedback, don’t just listen (or read) looking for an answer — instead, try to get to the root of the matter at hand.

Not quite sure how to do that? These tips are a good place to begin:

  • Be decisive, but be methodical. As a leader, it can be beneficial to be decisive. But when making changes that impact your employees, such as those related to worker feedback, you’ll want to pull back a little on your habit of making a quick decision. You should still be decisive and take action, but do so after you’ve taken the time to explore solutions from multiple angles.
  • Get rid of distractions. When you’re visiting your WorkHound dashboard to review driver feedback, close out or minimize the other tabs on your computer — and put your iPhone upside down and to the side! You know that you should focus your attention on employees when you’re speaking with them in person, so do the same when you’re reviewing their feedback.
  • Read between the lines. When you’re talking with a coworker in person, it’s important to pay attention to nonverbal cues the person is giving you. And while you can’t see nonverbal cues like body posture through a piece of written feedback, make sure you’re paying attention to other cues to get the full context. Did the worker mention that they’ve tried to get a solution for their issue previously? Is any of the wording extra-detailed or passionate? Try to read beyond the words to make sure there’s nothing you’re missing.
  • Don’t assume. When you’re in a leadership role, you know that keeping workers happy often requires quick action to solve problems. But it’s also important to recognize that your own implicit bias may be influencing your perceptions. Don’t assume you have a good grasp of the problem. Ask yourself questions about the worker’s comment or question and run it by others, too, when appropriate. If you need more details, use the request-to-reveal option to reach out. The more you know, the better you’re equipped to solve the issue.
  • Reach out to confirm what you heard. If you are taking an action related to one worker specifically, reach back out with a one-time message to confirm what you heard him or her say. Then detail how you’re solving the issue. This provides the employee with a chance to follow up if you didn’t quite grasp the problem. If your action is bigger-picture and impacts the company as a whole, send out a broadcast to the entire team, sharing what you’ve heard from them and how you will move forward. Again, this reiterates that you were listening, confirms whether you heard correctly, and affirms (or helps you correct) your decisions.

Beyond these tips, what’s our best advice? Hone your active listening skills in every conversation you have! The more you practice being a good listener and truly hearing what others have to say, the better off your business will be. 

Ready to put your active listening skills to work? Sign up for a free demo to learn how WorkHound can hel

driver training feedback

What Drivers Have to Say About Training & Why It Matters

When it comes to driver feedback, training always seems to come up. Year after year, drivers offer their thoughts on the onboarding and training they receive, some of it good — most of it not. 

This topic of feedback offers some interesting details for trucking carriers and the industry at large. Drivers who offer critical feedback related to training are 50% more likely to leave a company than those who don’t. But there’s a flipside to that: Getting feedback related to training allows companies to intervene and make changes that can keep drivers satisfied.

What are drivers saying about training? And what can your company do to make changes based on that feedback? Read on as we dive into the topic.

5 Facts About Training-Related Feedback

While training isn’t at the top of the list when it comes to topics of feedback (that’s equipment, in case you’re wondering), it does rank in the top 10. More important than that, though, is that feedback related to training is often a critical indicator of whether a driver will pursue employment elsewhere.

Here’s what we know about training as a feedback topic:

  1. Nearly 2,000 drivers sent in feedback about training in 2021. That number makes up more than 3% of total feedback. 
  1. Only 28.5% of feedback related to training was positive. Even more significantly, nearly 50% of drivers who sent in training-related feedback are no longer with their employer.
  1. Messages related to training averaged 361 characters. This is noteworthy because longer texts tend to be negative in nature. 
  1. Large companies get more feedback about training. But interestingly enough, training-related feedback is more likely to be negative at small and medium-sized companies than at larger carriers.
  1. Negative training feedback often relates to pay or communication. Drivers want to know that they’re being compensated for time spent training, and they want clear, concise communication during training.

Using Driver Feedback to Improve Training

Taken by themselves, these training-related feedback trends can feel bleak. But they actually put companies in the driver’s seat — meaning you have an outline for improving onboarding and training to better meet driver needs.

Wondering what steps you can take? Start here:

  • Prioritize onboarding. Studies have shown that most employees choose whether to stick with a business or not during the first six months of employment. Consider it the “make-or-break” time period. Invest time and energy in creating an onboarding program that thoroughly equips drivers for working with your business.
  • Compensate drivers for training time. Whether they feel like they’ve been properly trained or not, drivers want their valuable time to be fairly compensated. Drivers specifically cite a need for fair orientation pay and compensation for ride-along training.
  • If you’re a small company, think big. What do we mean by that? Well, larger companies tend to fare better when it comes to training-related feedback. That’s likely because they have a systemized approach to training and invest in training technologies and techniques. When you can, put aside money for bolstering your company’s training processes, and consider having trainers conduct training sessions, rather than current drivers.
  • Make training communication clear and easy to follow. Miscommunication, particularly during onboarding, can quickly muddy a driver’s viewpoint of your company. Onboarding, and training more generally, needs to be inclusive of clear and concise messaging. This will include both oral and written messaging, which needs to be regularly reviewed for clarity and detail.
  • Highlight new processes and technologies. Any changes, particularly when they involve technology, create an opportunity for confusion. When a new technology is introduced, ensure you offer thorough and comprehensive training about how it works and how it will be used. In addition to in-person resources (like a demo or a PowerPoint presentation), also provide drivers with resources they can use when out on their own. Always consider the different ways that people learn and include tools that are adaptive to each learning style.
  • Create an ongoing channel for communication. Beyond offering training sessions, it’s also important to incorporate specific notes about how drivers can obtain more information or ask questions, as necessary, including through tools like WorkHound.

Your drivers are your best resource for details about how to improve your company’s processes and procedures. Sign up for a free demo to learn how WorkHound can help you gather their feedback.

Inc 5000 list 2022

WorkHound Makes 2022 Inc. 5000!

We are very happy to announce that WorkHound landed in the top half of the 2022 Inc. 5000 list. Here’s what our CEO, Max Farrell, had to say about the distinction:

“Throughout the past couple of tumultuous years, we’ve done everything we can at WorkHound to be the best partner possible to our clients, helping them glean valuable workforce feedback so they can leverage those insights into business wins. For those efforts, we’ve grown the size of our client roster substantially while also growing more deeply with many of our existing customers. Debuting so highly on the Inc. 5000 list is a testament to our team’s relentless approach to their work and how much that work is appreciated by our partner organizations. I am incredibly proud of everyone at WorkHound. This is a win for the whole team.”

The Inc. 5000 is an annual ranking, based on revenue, of the fastest-growing private companies in the United States. In our debut, the WorkHound team placed #2,441. 

We’re looking forward to growing even more alongside our partners in the years to come. See the full rankings here:

warehouse feedback anonymity

Why Anonymity Matters When It Comes to Warehouse Feedback

When talking with WorkHound customers, we often hear them say that offering their employees an anonymous feedback mechanism is a true difference-maker. That’s because, innately, most of us are at least somewhat fearful of providing employers with criticism or anything that might rock the boat.

But while that’s a common fear, it’s not the only reason why people value anonymity when it comes to feedback. 

Feedback programs that offer warehouse workers an anonymous method of providing insights and concerns are more likely to be successful — and there are a number of reasons for that. Let’s take a deep dive into the benefits of offering anonymity, for both your business and for your employees.

Benefit 1: Anonymity Builds Trust

Most of us have had a job at some point where we felt like we weren’t valued as an employee. The workplace may have even been toxic, creating an atmosphere that seemingly rewarded backstabbing and other similar behavior.

When that type of job is in your past, you can’t help but look back over your shoulder at times. That’s true of any employee. When a new employee begins working in your warehouse, trust-building is an important piece of the onboarding process. 

You can help build trust and encourage effective communication by giving employees a way to provide their thoughts without any fear of reprisal. While they can eventually reveal their identity, they don’t have to — and action can often still be taken. When feedback yields action or answers, trust is the result.

Benefit 2: Anonymity Yields Honesty

As a business, you want to make your decisions and take action based on realities, not assumptions or guesses. Hearing from the workers themselves allows you to do that.

But if workers are only being queried using biannual surveys or they’re being put on the spot to answer questions about processes and needs, the feedback you receive may be skewed.

For one thing, if you’re only asking for feedback at specific intervals, you’ll miss out on real-time feedback in the in-between periods. But bigger-picture than that? If you aren’t offering a way to provide feedback that keeps the feedback provider under wraps, you may receive less feedback in the first place — and what you get may not be as honest.

Providing feedback in an anonymous way allows warehouse workers to be truly transparent and sometimes brutally honest about what’s needed on the frontline.

Benefit 3: Anonymity Can Diversify Your Feedback

Anyone who has ever participated in a Zoom meeting knows that the loudest voices on the call often overshadow everyone else.

And while there are challenges involved in video conferencing in general, that phenomenon isn’t a recent one. The same thing happens in a room filled with people, particularly when they’re asked to share an opinion or offer a perspective.

Sadly, that often means that people who could provide invaluable perspective, including minorities and women, are often shouted out. The good news is that a feedback tool like WorkHound allows all employees to offer perspective and can even the playing field.

Every piece of feedback received through an anonymous platform is valuable, and you are likely to receive a good cross-section of representation from your employees.

Benefit 4: Anonymity Can Be a Springboard to Other Communication

When employees choose to provide you with feedback or to ask a question through a feedback tool, they’re looking for a way to raise their voices and to get action on something they need.

We mentioned above that anonymity can help build the trust that’s vital to keep employees satisfied and on your team. Knowing that they can talk about their wants and needs without needing to reveal themselves is important.

But at the same time, speaking up anonymously is often the first step toward communicating with your leadership team on a broader basis. Some challenges shared by workers can’t be solved quickly through a broad-stroke solution that impacts everyone.

In those cases, you may need to ask employees to reveal their identity so you can gather more information. Increasingly, employees participating in WorkHound’s feedback programs are willing to do that.

In 2021 alone, more than 8,700 workers were retained after revealing their identity in WorkHound — an increase of 3,500 over the previous year. Through the Request-to-Reveal feature, companies can engage with their workers and take steps toward a one-on-one conversation and a solution.

Getting to that point is a gradual process, and anonymity provides a starting point to build from.

Want to give your warehouse employees a way to provide anonymous feedback? Sign up for a free demo to learn how WorkHound can help!

first impression hiring

You Only Get One First Impression With Drivers, So Make It Count

When it comes to hiring and retention in the trucking industry, there are a lot of moving parts. But your company’s actions have a big impact on whether drivers choose to work for your company — and whether they choose to stick around. 

Why First Impressions Matter in Hiring

Let’s face it: Hiring can be a “dog-eat-dog” process in trucking. That’s due in part to the volatility of employment in the industry, where drivers can uproot from an existing employer and flip to a new one seemingly in an instant. 

Your trucking carrier is competing with other carriers, and you’re trying to carve out your space as a preferred employer among professional drivers. Part of doing that is ensuring that your entire company and your driver-facing benefits and programs are top-notch.

But another part of standing apart from the competition is the impression you leave with prospective employees. Your first impression can make or break a prospect’s trust, before he or she even gets any further into the hiring process.

What you do and say matters from day one. As the saying goes, you can never get back a first impression. So, you need to make it a good one.

Nailing Your First Impression With Prospective Hires

If you’ve read any of our past blogs, you’ll know that we talk a lot about the importance of building trust. Having mutual trust between a driver and your company can be the difference-maker when it comes to whether that driver stays around for the long-term.

Trust is built over time, but that process can start from the very beginning. When you first engage with a driver, it’s important to view that touchpoint as an opportunity to begin the trust-building process and set the tone for a mutually beneficial relationship moving forward.

But what do you want that first impression to be like? Before stepping into an in-person meeting or a video call with a potential new hire, take some time to think through that. 

Consider the three key elements of creating a positive first impression:

  • Moderate the tone. Can you remember a recent conversation where the topic discussed didn’t leave you with a bad taste in your mouth but the tone of it did? Odds are, the answer is yes. Most of us have interacted with people who left a bad impression simply by the way they interacted, not necessarily by what they had to say. How you make prospective drivers feel is every bit as important as what you say in many cases, so be thoughtful about your tone and demeanor.
  • Share the details. Information that may be commonplace to you and others who’ve been in the industry for a while may be brand-new to many drivers. This is definitely the case when it comes to company-specific details and programs. When you’re talking with a prospective new hire, make sure you’re sharing information in a novice-friendly way. That means identifying pertinent information and sharing those details, but not necessarily diving into the nitty-gritty. You can also share websites or other resources where prospects can gather further details when they’re ready for them.
  • Stay engaged. It’s important to pair this tip with the previous one. While you are sharing information about your company, the job opportunity, and the industry, the conversation shouldn’t be a one-way street. The fact-gathering portion of your first interactions with a prospect is particularly important. Asking questions and truly listening to a driver can help you collect information about what makes that person tick. You want to come away from a meeting with a true understanding of what a prospective hire needs and who that driver is from a big-picture perspective. And by engaging with the driver with genuine interest, you’re leaving a major impression — one that says you’re truly invested in your company’s drivers as people, not simply as employees.

Want to identify where your company could make a better impression on prospective drivers? Seek the feedback of your current drivers! Sign up for a free demo to learn how WorkHound can help.

preventing driver turnover with smiling man

Disrupting Turnover: How to Identify Your “At-Risk” Drivers

When it comes to employee turnover, you could say that the trucking industry has been ahead of the game. While many other industries are now seeing employees leave their current jobs for new ones as part of a “workplace reshuffle” of sorts, worker fluctuation in the trucking industry has long been the norm.

There’s an old saying that drivers can be happy on a Monday, have an issue pop up on a Tuesday, and move on to a new employer by Friday. You’re likely acutely aware of this unfortunate industry trend.

So, how can your trucking company stay ahead of potential turnover? You’ll first need to identify drivers who are at risk of leaving. Here’s how:

Step 1: Cultivate a Robust Feedback Culture

When it comes to improving retention rates, a properly utilized feedback program can be your best friend. After all, the best way to know what your drivers want and need is to ask them!

Implementing a feedback mechanism like WorkHound, where drivers can provide their thoughts and concerns in real-time, can be a game-changer. But how successful your feedback program is will depend on the way you use it.

It’s not enough to simply implement a feedback tool. A successful program will be integrated as part of company policies and procedures, the same way you would launch a new benefits program or time off policy. To function well, a feedback program requires buy-in from every member of your team, including those at every level of leadership.

Within your company, someone needs to be responsible for quickly reviewing feedback sent in by drivers and determining a strategy for a response. In some cases, feedback may need only a simple fix, but in others, you’ll need to take more comprehensive action. 

Keep the feedback program front and center, and make using it easy and simple. Incorporate training on using WorkHound into your driver training curriculum, including new driver onboarding and ongoing training. 

When teaching drivers about how WorkHound works, emphasize how it benefits them — and the company as a whole. Reiterate that it can be accessed at any time from a mobile device, so it’s literally at their fingertips.

It’s also important to remind drivers that their feedback is anonymous, and they should feel encouraged to provide their honest and unfiltered thoughts, without fear of reprisal. At the same time, though, let them know that there will be times when you may ask them to reveal their identity after leaving feedback.

This part is important. The Request-to-Reveal feature in the WorkHound platform is a vital part of helping companies retain employees who may be at risk of leaving. Last year, trucking carriers using our platform retained 8,700 employees by addressing driver comments using this feature — an increase of more than 3,500 over the year 2020.

While offering the ability to be anonymous is a key part of building driver trust, having drivers reveal their identity at times can help companies intervene to offer one-on-one solutions. In cases where drivers don’t wish to reveal, the One-Time-Message feature can also be helpful, allowing companies to provide drivers with details that can help resolve their concerns.

Step 2: Know the Signs of a Driver at Risk

Now you know how to implement a driver feedback program in a meaningful way, but how will you know when a driver is at risk of jumping ship? These signs can be a red flag:

  • The driver said so. The years of the pandemic have been challenging for nearly everyone, and drivers are especially stressed and burnt out. Our 2021 feedback trends report demonstrated that — more than one-third of all comments were negative. And increasingly, drivers are clearly stating in their feedback that they’re angry and planning to leave.
  • The driver provides feedback about hot-button topics. In analyzing thousands of pieces of feedback, we found that feedback related to some topics usually requires immediate intervention on the part of the company. This includes comments related to pay, logistics, communication, equipment, and people.
  • The driver comments about problems with training. Drivers who share feedback related to training are 50% more likely to leave a company. That’s often because there are deficits in the training a company is providing, and drivers may feel unsafe or unprepared to handle certain situations or environments. Training on electronic devices and other technologies that may differ from company to company is a particular area of concern.
  • The driver shares feedback about benefits. Benefits are a common impetus for questions and frustrations from drivers. Ultimately, if benefits don’t align with what drivers need or what they thought they were receiving, those drivers can be at risk of leaving. But interestingly enough, comments related to benefits offer a significant opportunity for companies to take action and keep drivers satisfied. Nearly 80% of drivers who offered feedback in 2021 about benefits stayed around through the end of the year after their issue was resolved.
  • All comments from a driver are negative. If a driver is regularly providing feedback, but all the feedback is negative in tone and topic, that can be a sign that intervention is needed. One-on-one interaction with a driver to nail down the root cause of frustrations can make a difference in a situation like this.

Hearing from your drivers themselves can help you identify problems in need of solutions. Sign up for a free demo to learn how WorkHound can help!