logistics truck bay

Q&A: 2019 Annual Driver Feedback Trends Report

Each year WorkHound releases a collection of trends from our annual review of driver feedback. With the driver shortage topping 30,000+ drivers and industry-wide turnover averaging 95-120%, we’re excited to see in our research that WorkHound is making an impact in retention.

Turnover is a hot topic, which means turnout for the annual conference call offered great questions. Today we’re answering those questions from call attendees:

Q: What was the biggest change in driver feedback last year?
A: We’ve received less negative feedback about pay. The pay rate is going up and that’s helpful. But when it comes down to it, the comments we receive about pay tend to be rooted in communication. As anyone in the industry knows, driver pay is confusing for both the carrier and the driver. What drivers are telling WorkHound is that they don’t understand pay or it isn’t correct. Companies have to find a way to make sure their technology is working properly because this can make a huge impact on the way you communicate with drivers, which ultimately, should improve your business with your drivers.

Q: Has the wait time metric improved year over year?
A: We’d love to say that it has, but in reality, it hasn’t. Typically the frustrations around wait times stem from challenges in communication, as most concerns do. That can be simply insufficient communication or disrespectful interactions. What we do know is this: Drivers will leave if they have to work with a hostile shipper. Companies are coming to an important fork in the road where they have had to decide whether they’ll work with a hostile shipper or lose great drivers. This is important, because while wait times have improved somewhat, overall what we’re seeing is an improvement in the way shippers and drivers interact. And this is overall better in the long run.

Q: Are you noticing any difference in the generations? Any differences in drivers based on age?
A: Because protecting driver anonymity is a major priority, we aren’t able to offer demographic data based on age. What we do know is this: New, younger drivers are entering the industry and they’re familiar with technology because they’ve lived most of their lives with it. This means they’re more comfortable speaking anonymously through a phone and they’re more comfortable with that than face-to-face interactions.

While we can all identify a handful of drivers at any carrier that aren’t afraid to vocalize their concerns, the majority of drivers aren’t as confident and fall into the silent majority, regardless of age. Most of all, WorkHound is helping these drivers navigate the communication chain of command without the apprehension associated with admitting they might be confused with how it all works.

Q: How have Elogs impacted the industry?
A: Elogs and hours-of-service should hold shippers accountable. The challenge is that the market flattened in 2019 and carriers weren’t able to be as strict as they were in 2018. Shippers are still able to make adjustments as they see fit. Overall, the impact is still to-be-determined because the hard deadline only passed in the last 60 days.

Q: Did you receive any feedback about large carriers shutting down in the last 6 or 7 months?
A: We’ve received a wave of feedback with concerns from drivers about the lack of transparency from their companies about their company’s future. Seeing industry news about financial difficulties raises concerns from drivers about industry viability. We coach customers to increase transparency and encourage open lines of communication to build confidence.

Q: As we look at driver turnover’s impact on the industry, what kind of data shows improvement in driver turnover?
A: We work with several carriers who have experienced a significant positive impact on their turnover and business operations because of anonymous driver feedback. American Central Transport shared that in 2019 they took an aggressive approach to tackling turnover, including WorkHound in their strategy, and they were able to improve their retention by 30%.

Read the full ACT Case Study here

The WorkHound dashboard looks at how many drivers issues were addressed and how proactive were the companies in these cases. Our 2019 annual average shows that 90% of drivers who’ve had urgent issues addressed stayed with their companies for an additional 30 days. This goes back to our findings regarding “the silent majority.” We know that drivers might decide to present their concerns directly with the company, but we also know that plenty of drivers decide not to speak-up and instead they share their concerns online or worse: with a recruiter at another carrier.

Q: How did the California Gig-Worker Law (AB5) affect driver feedback?
A: The frustration we received in driver feedback was mostly about the lack of transparency and clarity in remaining compliant. This caused some drivers to explicitly express that they were leaving because of this issue. We typically saw the most impact on owner-operators. Our greatest takeaway is that companies must remain up-to-speed and seek additional communication channels to stay in front of major market changes or impactful legislation.

Q: What do you think plays the biggest factor in comment volume changes?
A: Summer months tend to have higher work volume, which means that drivers tend to experience more activity and that results in more feedback. For most carriers, significant pay changes tend to happen in April, and July is at the end of a higher volume season for tanker and flatbed carriers. For these drivers, they tend to present their uncertainties about the next season during this time.

This is just a glimpse of the thoughts about feedback in 2019. If you have questions, please reach out to the WorkHound team. We’re here to help!

safety go slow

Drivers Have Some Thoughts about Safety Training

There’s a common misunderstanding from motor carriers about truck driver safety training. In reality, drivers want training, but historically, the delivery is all wrong.

Traditionally, safety training has been presented in orientation and then not again until insurance says so, or as a form of punishment. Of course, with that kind of cadence, it’s no wonder drivers have so much to say about safety training.

“Carriers must recognize that training should be proactive and ongoing,” said Mark Murrell, President of CarriersEdge. “If a company positions it that way to drivers, drivers will welcome it as a professional development opportunity rather than retribution.”

In almost every other occupation, continuous training or professional development is possible. So how can carriers adopt a similar approach for their drivers?

For starters, Murrell says that carriers should understand that drivers simply don’t want bad training.

“Oftentimes carriers will inflict death-by-powerpoint lectures, condescending videos, content that regurgitates well-known regulations on drivers,” said Murrell. “Which wastes precious driver and company time while detracting value from their experience.”

From Murrell’s experience with CarriersEdge, drivers want training to be organized, clear, concise, and respectful. Drivers are intelligent professionals and want to be treated as such.

Just as how the WorkHound feedback loop works, driver feedback and safety training should be approached with a positive reinforcement cycle.

This means that in order to encourage the workforce to complete the desired behavior, we have to respond with positive reinforcement. This helps by encouraging positive habits of drivers and helps them see that they can benefit from leaving feedback and participating in training, leading them to do more of it.

That being said, when it comes to driver feedback, the reinforcement cycle is pretty straight forward. For example, a driver leaves a comment with a specific concern and their carrier takes action to make sure that their specific concern is taken care of, empowering the driver to know their carrier takes their perspective seriously and is willing to listen.

While safer experiences on the road is certainly a reward, for safety training, many carriers also offer incentives to encourage drivers to complete regular training. This can be a great way to empower drivers to stay on top of professional development. However, as we’ve learned from driver feedback on WorkHound, incentives have to be clear and consistent.

According to CarriersEdge, here are just a few ways companies are tackling training incentives as positive reinforcement:

  • Pay for participation - If drivers are taking time to complete safety training that’s ultimately going to benefit your company, pay them for their time.
  • Incorporate training into safety bonuses - When drivers experience a positive correlation between training and on-the-job safety, reward them.
  • Contests for completion of truck driver safety training - As drivers complete certain thresholds of courses, enter them into contests.
  • Public praise for the completion of courses - Congratulate and thank drivers who’ve completed courses. This not only feels good to your drivers, it encourages others who haven’t participated to take action and become part of the praised group, too.

On the flip side, negative reinforcement actions can easily cause a driver to reconsider their loyalties at their carrier. Some of those ways include:

  • Threatening to park drivers who don’t complete courses
  • Exclusion from bonuses
  • Public shaming

Most of all, it’s important to understand drivers’ core concerns so you can get the messaging around safety training right for the drivers.

In launching a truck driver safety training program, CarriersEdge says it’s important to take precautions to make sure drivers understand that this a proactive measure initiated by their company to help with their professional growth.

“Drivers want to make money,” said Murrell, ”And they want to have good hometime, but they’ll sacrifice both of those to avoid looking stupid. It may seem counterintuitive, but we’re social creatures by nature, and people will go to great lengths to maintain social standing.”

While safety is certainly an important concern, if carriers are using safety training as punishment, drivers will consider training a burden simply because they feel like they’re being ridiculed rather than informed.

So, say you’re receiving feedback from drivers that your safety training isn’t working the way you intended. Maybe instead of scrapping your program altogether, it’s time to recognize there’s a different approach. Refreshed content, proactive training, and positive reinforcement will pay off dividends in the long run -- for your time, your drivers’ safety, and your company’s bottom line.

If you're interested in learning more about what your drivers aren't telling you, get in touch with the WorkHound team.

2019 driver trends

What Drivers Said in 2019 - Annual Trends Report

2019 was a monumental year for driver feedback, and WorkHound will report trends with Stifel Capital Markets this Friday, January 11, at 11:30 a.m. EST.

WorkHound and Stifel Capital Markets on a conference call hosted by Global Transportation & Logistics Analyst David Ross featuring Max Farrell, CEO and Co-founder of WorkHound and Paul Castronova, WorkHound Special Projects Manager, to discuss 2019 trends in feedback from thousands of professional drivers.

WorkHound, a real-time driver feedback software platform, equips drivers with the ability to share anonymous feedback with the carrier they work with. WorkHound then provides tools and analytics for companies to act on the feedback.

Download the presentation slides here.

Discussion Points:

  • The top driver feedback trends of 2019
  • Driver thoughts about emerging technology in the industry
  • Why collecting continuous feedback from drivers is important for retention in today's market
  • Actionable strategies to respond to current driver issues

driver shortage graph

Top 5 Reasons to Invest in Truck Driver Retention in 2020

The boom times in transportation and logistics are giving many companies a boost to the wallet. Should trucking and freight companies invest this added cash in driver retention in 2020?

Studies show that the smart money is in one place: Retention.

The Top 5 Reasons to Invest in Truck Driver Retention in 2020

Below is a list of the top 5 reasons to invest in truck driver retention in 2020, complete with industry statistics and insights to back them up.

#1. Driver Retention is a Growing Competitive Advantage

According to the American Trucking Association, the industry currently has a shortage of 60,000 drivers, a gap that will swell to over 100,000 by 2022.

driver retention statistics

Driver retention is a key way for transportation companies to win the war for trucking talent. As their competitors feel the pinch from the supply-demand disparity with quality truck drivers, companies who maintain high levels of retention will gain a substantial competitive advantage.

#2. Impacts on Driver Compensation Due to ELD and Regulations

Increased regulation and mandated use of electronic logging devices (ELDs) means tighter adherence to rules and potentially lower pay for drivers which is causing drivers to flee the market for sunnier pastures.

Industry fixation on transportation data aside, it’s important to note that blockchain and data collection offer precious little in the way of driver retention. We encourage you to listen to driver concerns by investing in driver feedback and communications technology.

#3. The Truck Driver Workforce is Not Adding New Drivers

Fewer millennials are choosing truck driving as an occupation; there are simply not as many people willing to take on the difficult lifestyle and demands of a life on the road. With less young people joining the industry, the average age of a driver in the for-hire truckload industry has risen to 49.

Trucking companies cannot underestimate the impact that Lyft and Uber are having on driver retention. These are companies that track their drivers, but offer maximum flexibility, quality pay and the ability to stay near home.

#4. Demand for Drivers Will Continue to Grow

There is a huge uptick in freight demand.  Consumers are increasingly purchasing products online, which requires direct shipment, lots of trucks, and lots of drivers to move goods. Driver jobs are plentiful, but there aren’t enough people to fill the seats.

Not only are transportation companies competing with traditional trucking and freight competitors, but they are also now dealing with new market forces who can offer drivers competitive pay and seem way more driver-friendly depending on the quality with which your company treats its drivers.

#5. Recruiting New Drivers Costs More Than Retaining Them

Average hiring costs exceed $8,000 per hire. Carriers need to focus more heavily on retaining the good drivers they already have. If we have to spell out the basic economic benefits of retaining existing talent versus sourcing new hires, then you have bigger problems to solve, my friend.

More Truck Driver Retention Resources for 2020

Looking for more insights? Check out the following resources on the Workhound blog.

Ready to make driver feedback and communication a massive competitive advantage for your transportation company?

Contact us to see how WorkHound’s driver feedback solution can make your truck drivers happier, more productive, and more loyal to your company.


The Ultimate Guide to Setting a 2020 Retention Resolution

As we kick off 2020, let's talk about our Retention Resolutions. We’re especially big fans of resolutions with retention in mind because if you’re having a tough time retaining drivers, it sounds like it’s time to resolve some driver concerns. In 2020, we’re challenging the industries we serve to prioritize employee retention in setting their New Years’ Resolution. 

Not only will a retention resolution help you build a better company culture, but with the cost-to-replace professional truck drivers skyrocketing, you’ll save money, too! 

So, here are the ultimate ways to get ahead in 2020. Trust us, it’s our expertise: 

  • Ask for feedback: Your workers are the eyes and ears of your company. They see exactly what’s happening on the frontline and they’re the ones to prioritize in retention. Most importantly, asking for feedback is about going directly to your workers, not waiting for them to come to you. An open-door policy only works if workers can be near an open door.  
  • Take action on feedback: If you have driver feedback within reach, what’s holding you back from doing something with it? As they say, time is money. Act now
  • Make sure your team is ready for feedback: We’re always excited to ask for driver feedback, but it can be disheartening for your drivers (and WorkHound!) when you don’t do anything with the feedback. Before you kick start feedback as an employee perk, make sure your team is firing on all cylinders to listen to what drivers have to say and make changes based on their concerns. 
  • Define your company’s culture: Oftentimes companies tell us in one or two words the culture they believe they have. Family Culture. Modern Culture. Tightknit. Why not take the chance to get specific in defining your culture? Your workers and new recruits could be counting on it. 
  • Join an industry peer group: Seek out like-minded professionals who you can meet regularly to gain a fresh perspective and grasp new industry trends. If you can’t find a fellow industry leader in operations to connect with, reach out to WorkHound and we’ll be glad to get you plugged in. 
  • Attend a trade show: Is there really a better way to understand the top industry trends if you aren’t seeing them up-close in action? Take a look at the upcoming ATA and TCA annual conferences, you’ll see us at both! 
  • Have that tough conversation you’ve been avoiding: It goes without saying that confrontations are hard. Maybe you need to find the right words to have a coaching conversation with a peer or drivers are leaving critical feedback that could really shake things up. No matter what, hard conversations are meant for growth and we have some tips on why and how to take the first step here.  
  • Re-evaluate your company’s retirement and benefits package: What would you do if you could easily jump ship for an employer down the street offering better benefits and more promising retirement planning? Professional truck drivers do it all the time, and for good reason. Drivers are leaving feedback that benefits and retirement matters, and yet, employers ignore their concerns. In 2020, listen, act, and respond. 
  • Understand how your company proactively cares for mental health: For most drivers out on the road, life and work are synonymous and both become lonely and stressful. Make the effort to care for your drivers’ mental health because their wellness matters.  
  • Use positive feedback, as well as examples of how you’ve taken action based on driver feedback in your recruiting materials: You could assume you know why drivers appreciate your company, or you could just ask. Then you’ll have a ton of great content in the form of driver testimonials for your recruiting materials or more specific insight about what needs to change for the better. It’s really a win-win. 
  • Become a Top 20 Carrier: In 2019, we were proud to work with a handful of carriers named “Top 20 Best Fleets to Drive For,” as determined by the Truckload Carriers Association and CarriersEdge. Each of these carriers is making a positive difference in their drivers’ lives by implementing innovative programs

For our New Year’s Resolution, you can expect WorkHound to continuously evolve in serving our customers and the transportation sector to reduce industry-wide turnover. As mentioned in WorkHound CEO, Max Farrell’s, 2019 update, join us in looking forward to fulfilled product feature bucket list items, cutting edge data, and expansion into additional high-turnover workforces, like healthcare and other parts of the supply chain. 

To get started on your retention resolution, schedule a free consultation. We’d love to help you get 2020 started on the right track.

hni webinar graphic

HNI Webinar - Questions: "Why Truck Drivers Quit"

As a member of the De-Risking Network, WorkHound partnered up with HNI to host a webinar titled “Why Truck Drivers Quit” and we received some great follow-up questions.

In today’s blog, we’re sharing answers to five questions following the webinar. Read on to get caught up on the answers following last week's session:

  1. "Is feedback anonymous?" 
    Yes! Drivers have the ability to leave feedback without the fear of retaliation. This is important because it gives drivers the confidence to share real, honest insights. In situations that drivers share urgent feedback, their carrier can ask the driver to reveal their identity so they can have a direct conversation to get to the bottom of their concern.
  2. "You say that the reason why drivers quit is different at every carrier, so why do my drivers quit?" 
    The no. 1 reason why drivers are quitting across the industry is because they don’t feel respected or like they have a voice. Essentially, drivers are leaving without sharing an honest reason because they don’t feel like they can proactively communicate their concerns. Going back to the first question: anonymous feedback helps raise the drivers' voice while building trust so you can have a better idea of how to prioritize change to ultimately retain your drivers.
  3. "Is recruiting or retention more important?"
    Retention and recruiting are equally important, but if carriers aren't stabilizing the lifespan of hired drivers by understanding how to retain them, their recruiting efforts won’t be fully maximized. The entire industry first needs to understand how to keep drivers before it can understand how to gain more and grow.
  4. "What if I feel like I already know what my drivers want?" 
    Assumptions are expensive. Do you feel like you know what drivers want, or do you know? And if so, how? We’ve worked with carriers who’ve been focusing their efforts on new equipment for months only to discover that the problem was simply ineffective and inefficient communications. If you don't know why truck drivers quit, it's probably time to ask.
  5. "What makes WorkHound different than other retention software?" 
    WorkHound is a real-time feedback platform that will communicate with your drivers weekly to understand the most up-to-date sentiments from your drivers, so we're not waiting to get feedback about why truck drivers quit. We're instead getting to the bottom of what will help them stay. We're all familiar with situations where a driver was happy at the beginning of the week, something ticked them off in the middle, and by the end, they're at a completely different company, right? We're here to intervene. It's time to turnaround the industry-wide turnover problem.

Learn more about how real-time feedback could help your retention efforts by getting in touch with the WorkHound team.

WorkHound Wins "Best in Show" for Rapid-Fire Demo



Over 50 of today’s most innovative and disruptive companies in the logistics industry stepped on stage during FreightWaves LIVE Chicago to present live product demos.

The challenge was to show off the product through engaging seven-minute presentations — with no PowerPoints allowed. Attendees voted on demos from both the first and second days of the conference, and the following seven companies took home Best in Show trophies.

WorkHound was one of 7 innovators to earn a Best in Show trophy.

For more information and the complete list of Best in Show recipients, check out Freightwaves.com.

peer group discussion

How Participating in Industry Peer Groups Can Benefit Your Company

When you’re embroiled in the day-to-day realities of work, it can be tempting to see yourself on a bit of an island. After all, the challenges your business is facing are unique, right? That is until joining industry peer groups.

While every trucking company faces unique and individual challenges, there are also many areas — particularly when it comes to hiring and retention — where there’s a good bit of overlap across the industry.

That means there are abundant opportunities for businesses to join together and collaborate to find constructive solutions to industry-wide issues. One way to do so is through industry peer groups, like those offered through the American Trucking Associations.

Why is this type of collaboration so important? Today we’re offering some perspective on the topic.

1. Collaboration Yields Forward Momentum
We’ve talked in past blogs about the perils of the “status quo” and how to take your business past it. The status quo can be just as dangerous in the trucking industry as a whole as it is for individual companies.

Working together and learning together, through industry peer groups and other organizations, helps keep the entire industry moving forward.

“If we’re not working together, we’re sitting still,” says Katie Love, Marketing Manager at WorkHound. “That’s how the status quo happens. Learning from each other helps to make the whole industry stronger. There is tremendous value in continually learning in this industry.”

2. Networking Moves the Needle on Hiring & Retention
Hiring and retention are areas of specific concern across the trucking industry. Traditionally — and still today — the industry has seen high rates of turnover, leaving companies struggling to find ways to enhance driver experience and boost retention.

Learning why and how drivers make the decision to leave a company is an important facet in helping to reverse that trend, both on an individual company level and industry-wide.

Tools like WorkHound garner invaluable insight into the wants and needs of drivers, particularly during the vital 90-day period when drivers are onboarding. That type of data and information can be used at a company level to help determine where things are falling through the cracks and what improvements can be made.

But there’s still room for collaborating through an industry peer group to examine what’s happening with hiring and retention on a broader scale.

“The biggest thing that peer groups offer is additional perspective,” Love says. “Talking with leaders from other organizations can help companies connect the dots on why turnover is happening. It goes back to why we ask for feedback in the first place — assumptions just do us no good.”

Talking about turnover trends with others in the trucking industry can yield potential solutions for companies who may otherwise feel like they are simply treading water.

3. There’s Strength in Numbers
Ever heard the phrase “A rising tide lifts all boats”? That’s precisely the case in solidifying a presence with industry peers. Companies that participate with industry groups become a part of the bigger picture, utilizing these partnerships to solve failures and affect positive change together.

“If we’re just seeing problems within our own company over and over again, it can feel overwhelming and our work can feel hopeless,” Love says. “Getting out and working with others within the industry can provide a boost and hope through a fresh perspective.”

Participating in industry peer groups? Get a finger on the pulse of your employees — and valuable information to share with other leaders — through WorkHound. Learn more about how we're helping industry leaders.

truck driver thank you notes

21 Thank You Notes from Truck Drivers

In the spirit of Thanksgiving, we're thankful for the 30,000+ drivers and their carriers who entrust anonymous communications with WorkHound. Today we're excited to share the "thank you notes."

While it's the good, the bad, AND the ugly that impacts the nationwide driver shortage and skyrocketing turnover, today we’re sharing the top highlights of the good. There are literally truckloads beyond these messages, but each of these "thank you notes" was copied directly from the WorkHound dashboard, typos and all. (Remember, drivers shared positive feedback via mobile phone.)

  1. “WOW, I got a phone call. I am being told that we should have a solution to my complaint as soon as next month. Great results! Thank you very much!”
  2. "Thank you .... Workhound always help and save me and all of our company drivers. Specially early last year I'd had many serious problems with my dispatcher but you made myself that I was not alone. I've been back to work this March after 3 months of sick leave and finally have a brand new truck from my company last month. Thanks again..... I remember you called me some night on Feb last year for help me. I thought a angel called me that night at truck stop which was nobody around me and nobody was able to help me .... I remember your voice but I don't even know your name nor who you are ... But I've been always think about you and want to say thank you. Have a good night and thanks again."
  3. “Last week I turned in a negative response. The operations manager immediately responded and followed up again today with a phone call. That hit a home run with me. What more can you ask for?”
  4. “Thank you for contacting me about my issues!!! I really appreciate that my company took the time to speak with me!!!
  5. “I just received a statement from my insurance stating I may owe money for an extra program through my company and our insurance. During signup, I thought this was going to be a free perk. I don’t want to be in this program, but I didn’t know who to contact at my company so I used WorkHound. Thanks”
  6. “I love this WorkHound mechanism! This really helps me let off steam.I need this outlet for my frustrations. Thank you for providing this.”
  7. "Thanks for your response. I think not yet to be revealed my identity. I don't want to hurt or be depressed anyone. All my work family are nice people even though missing many things that I...trying to solve and talk to my staff. I thinks it will be okay or acceptable. Thanks again. I am so happy that we have someone to discuss or get help. Have a good day Workhound.^^"
  8. "I had a concern voiced it on WorkHound and let them share it with my company and they called me back and noted my concern. I'm happy to have heard from someone "
  9. "Way to WorkHound! ! The people spoke and management listened and reversed a policy I really thought they wouldn't, so much so I didn't voice my opinion on because I was certain it would fall on deaf ears but thanks to WorkHound they did. Thanks guys you saved my future with my company."
  10. "Seems like business is down on the oil side and communication between drivers and staff is struggling about load availability. Shop is doing a much better job at getting equipment fixed and...manager back to get things running a little more smoothly. I appreciate this open forum of communicating with the company. The WorkHound article on LinkedIn was very informative. Thank you."
  11. "Hhhm my info on payroll settlement sheet says I made $0.03 a mile I know I made more than this but I am trying to use as a recruiting tool for my company, can we fix it to actually what I actual got per mile and WorkHound and yes you can disclose my identy thank you happy new year to both my company and WorkHound and all its employees and customers."
  12. “Well I can see that this work hound does work Tell them thank you for the restroom they put in the Texas terminal.”
  13. “Things are improving and hope things will continue to improve for the future. Thank you for your support.”
  14. “Thank You, looks to be an Awesome tool.”
  15. “I want to say thank you to both the Dir. of Operations and VP of operations for taking the time to reassure me and hear my frustration over the things I considered serious issues. They showed me that with this company unlike other companies they truly care about me as a driver. Thanks guys for making me feel like family.”
  16. "Reading your feedback from previous concerns are great let’s us know you actually hear us
  17. “My last workhound survey raised a question about the fuel / performance bonus program. Not only was my question answered. I got a call gifting me 1% on my speed metrics, making me eligible for the 2 cent kick. That wasn’t even my intention. I just wanted to make sure the manual was correct. So thanks! I was informed the manual was correct and the person I had spoken to had been wrong initially, but I was given a bonus that I hadn’t quite earned. Much appreciated. I started out this month with staggering numbers. I burned some of my fuel economy up doing local work last week. But I’m still sitting in a pretty good place, looking forward to seeing how this month ends!”
  18. “Glad to see the problems we were experiencing have been resolved... thank you to my company for listening to the drivers”
  19. "Thank you for giving me the opportunity to share without having to worry about it. We don't usually have a voice in ANY company..."
  20. "Thank you for the chance for us to voice our opinions. You all have already made a difference. Those of us who commented and I'm sure the drivers who didn't appreciate what you have done."
  21. “On WorkHound: They are becoming a lot more driver oriented about needs pay and home time. I've worked here 13 years and I think that this company is bound to be soon the top company in the industry to work for there changing a lot implementation of state of the art communications like WorkHound allowing employees to resolve issues fast and make suggestions In the field and be heard they are certainly making life more livable here.. There are a lot of really great people who Work here I can't wait to see how great we Make it this year. I think we're stepping in To a greater life for all."

Thank you notes like these are fantastic fuel for your recruiting campaigns, but once you've filled your seats, we know how to keep them full. Driver retention goes beyond the numbers, and feedback helps us get to the heart of the issue. Unfortunately, dispersed workers are as far away as possible from the leadership making decisions on their behalf.

With WorkHound in the palm of their hand, we’re helping to eliminate the communication gap they feel; and ultimately, building trust between the drivers and their companies so they can ride together for the long-haul.

Get to know why your workers are thankful by asking them directly this holiday season. It’s important to you, to them, and their relationship with your company. You could even receive some truck driver thank you notes, too.

Learn more about how employee engagement and positive feedback can impact your workforce here.

this is the sign you've been looking for

3 Reasons You Should Always Be Getting Feedback

Most of us have worked somewhere feedback was really only solicited and welcomed once a year. Maybe that took the form of a survey sent to all employees — or came in the form of a manager asking you about your experience as part of your annual review.

But is asking for feedback effective when it's so infrequent? The answer is a decisive “no.”

In fact, even asking for feedback on a quarterly basis may not provide the opportunity for employees to truly offer their insight about your company, their concerns, and areas that could be improved upon. That’s because we’re human — and a problem may crop up today that wasn’t an issue yesterday when you asked for feedback.

To make the most of employee feedback, you need to seek it continuously — and actually act on the feedback you receive.

Why is continually seeking feedback the best strategy? Read on as we take a deeper dive into the topic.

Reason 1: Feedback Is a Marathon, Not a Sprint
We sometimes see clients or prospective clients looking to use WorkHound as a short-term tool to gather employee feedback for a few months. And while that might help you gain some valuable insights from your team, you’ll receive the most return on investment when you use WorkHound as a long-term part of your hiring and retention practices.

“Feedback is a long game,” says Max Farrell, CEO and Co-Founder at WorkHound. “We know that traditionally, a lot of feedback strategies were a once-a-year survey, and the problem with doing that is that it isolates the feedback that’s being shared. You aren’t able to track trends.”

Reason 2: Continual Feedback Allows You to React Quickly
In the trucking industry specifically, turnover is common. Seeking your drivers’ feedback on a continual basis, rather than in short spurts, can allow you to root out problems and potentially solve them before they become insurmountable— and turnaround your turnover.

“If you’re only seeking feedback once a year, drivers may be completely happy at the time of the survey, but then something happens after that and they don’t have a method of sharing their comments and concerns,” Farrell says. “When drivers don’t have an outlet to share their frustrations, they may share their feedback online, with other recruiters, or through other venues, rather than with your company so that you can take action.”

This is especially important at the beginning of a driver’s tenure with your business, since the first three months are often a “make it or break it” timeframe.

“If a company uses WorkHound for a short time but then turns it off, they’re not going to be capturing feedback from new employees,” Farrell says. “We know that the first 90 days is the most critical time period for employees as they’re being onboarded. So if you aren’t getting their feedback, you’re missing a critical piece of the puzzle.”

Reason 3: Regular Feedback Builds Data
Our world is becoming increasingly data-driven — and the trucking industry is no different.

Which begs an important question: You wouldn’t turn off the telematics on your trucks to stop monitoring their performance, so why would you turn off the human telematics that WorkHound allows for?

“The metrics on your WorkHound dashboard are updating in real-time,” Farrell says. “It takes a while for any kind of data to get up and running, so it’s important that you see seeking feedback as part of your long-term strategy — something you should be doing all the time, not some of the time.”

Over time, data collects and takes shape, allowing your team to be proactive, rather than reactive, when handling driver concerns and common issues.

WorkHound offers a way to get data from and on your people. Ready to begin collecting important and useful data about your drivers’ wants and needs? Contact us today for a demo!