Family Culture — Why This Matters to Your Business

Family Culture. It’s a concept loaded with meaning and tied tightly to our emotions. We usually use it to reference those we are related to by blood, but "family" is also defined as “a group of people united by a common affiliation.”

Under that definition, you could even consider your team of employees a family of sorts. Which brings us to a bigger-picture item — are you building a family-focused culture in your business?

These days the term “family culture” is referenced fairly often, but what does it actually mean? And why it is so important for businesses in today’s marketplace?

We’re putting some answers with those questions. Read on as we take a look at the issue.

What Is a Family Culture?
This question is a little tricky, because just as traditional family units vary in diversity, so does the idea of a family-friendly culture from business-to-business.

But the foundational elements are the same — building and maintaining a family-like culture in your company means valuing each employee as an individual and truly demonstrating that you care for him or her.

That usually means shedding some of the common philosophies surrounding the idea that you need to leave “work things” at work and “home things” at home. The lines blur a bit, especially within the trucking industry.

“Having a family culture really means establishing a ‘come as you are’ mentality within your business,” says Max Farrell, CEO and Co-Founder of WorkHound. “In a normal 9-to-5 job, it’s a little easier to leave your personal life at home and put on your work face. But with trucking, since drivers are going non-stop, 24/7, it’s harder to do that. Establishing this culture allows employees to bring parts of their family life with them to work.”

What Does This Culture Look Like?
Well, as we mentioned above, it’s going to look different for every business. After all, each company faces individual and unique challenges and circumstances. And employee needs are also individualized and unique.

But cultivating a family-friendly culture among your employees may look like allowing pets to travel on the road with your drivers or allowing them to bring along a family member — or it might be something a bit more serious in nature, like breaking down barriers to healthcare and destigmatizing mental and physical illness. All of these are examples of making a more family-friendly and employee-friendly culture.

So, how can your business build this type of culture? The most important thing is your company’s mindset and approach.

“Encourage your drivers to take time off for important events, like a child’s graduation,” Farrell says. “It’s important for companies to point out that taking time off is necessary — and to make it clear from day one how to do so. On top of that, take the time as a company to host family-friendly events, which really help to bridge the gap between the family and employee and the company.

Read about life as a truck driver's daughter from one of WorkHound's own

And finally, why is culture essential today? It’s about retaining quality employees.

“There are companies out there doing this really well,” Farrell says. “Drivers see that, and if they think their company is falling short, they’re going to be looking into opportunities to move to companies taking intentional steps to do family culture well.”

When you partner with WorkHound, you can stay in the know about what your employees are looking for from your business. Are you ready to get started? Contact us today for a demo!


WorkHound CEO to Speak on Employee Relations

WorkHound CEO, Max Farrell, will speak at the 2019 NATERA Conference next week in Alexandria, VA. This is an annual conference for the North American Transportation Employee Relations Association. Farrell is an active supporter of conference initiatives as a Co-Founder of WorkHound, an anonymous employee engagement tool focused on dispersed workers in frontline industries experiencing high turnover and a critical shortage of workers.

For more information about the event or organization initiatives, check out NATERA.org.

 

Farrell will also speak the upcoming Surface Transportation Summit in Mississauga, Ont. on Oct. 16 regarding employee relations, chronic shortage of qualified drivers and an aging workforce. For registration and more information about additional speakers at the Surface Transportation Summit, click here.

To learn more about how WorkHound can make a positive impact on your company's turnover and employee relations, contact WorkHound today.


The Truck Driver's Daughter

When my school had Career Day, my dad was the hero and for me, he still is. My dad is a retired OTR truck driver for 40 years. He just retired this year, so it’s only fitting that when he exited trucking, my career stepped in.

My name is Melissa Harrison and I’m a Customer Success Manager at WorkHound. I speak with customers on a regular basis to advocate for the anonymous feedback their drivers have submitted. Professionally, I’m well-equipped for this role, having earned a B.S. in Industrial and Organizational Psychology with several years of customer support experience.

After seeing trucking through my dad’s eyes, it’s no surprise that industry-wide turnover has climbed above 95 percent. In addition to my academic background, my dad’s insight means I know a thing or two about a truck driver’s perspective. On National Driver Appreciation Week, I wanted to share why and how I appreciate my favorite truck driver.

Growing up, some of my favorite family memories revolve around my dad’s truck. Dad was an owner-operator for several years, piloting a green Freightliner with gold stripes and a silhouette of his face on the side over his CB handle: “Two-Gunner.” Every Sunday, my family washed the truck in the driveway, with very precise and perfect detailing of the wheel walls and a pristine interior before he hit the road every Monday.

Occasionally, I got to travel with dad when I was out of school for the summer. We started those days at around 1 or 2 a.m. to avoid the brunt of traffic between Chattanooga and Atlanta, and although I usually fell back to sleep in the cab, my mom would prepare a thermos of hot chocolate for me to match my dad’s coffee thermos. I also always wore my favorite pair of overalls to be prepared for some hard work. I tried hard to keep dad company, but sleeping in the back was pretty exciting for a 5 to 9-year-old.

I did this routine of traveling way before the sun came up, sleeping in the back, waking with the sun so frequently that I eventually needed a noisemaker in my room because the growl of the truck and conversations on the radio soothed me to sleep.

Sometimes I got to pull the horn, and of course, dad installed his own horn that was extremely loud. I even got to talk and sing on the CB. My dad would tell the other drivers on the radio that “Marshmallow” was driving, the name I went by as his plus one on the road.

I wasn’t allowed to be at ports when dad would make his stops in Savannah and Charlotte, and so I would hide in the top bunk and color in coloring books and spy out the window in the cab. I always thought it was so fascinating to see from this perspective and could feel the big machine pulling the trailer off the truck.

Sometimes this would last for hours and occasionally, our boxer, “Chance” would come along, too, and together we would hide and spy together. He always kept me busy. I still love thinking about Chance sitting in the front seat, watching the world pass by.

When I was allowed to get out of the truck with dad while he hooked up the trailer, he would put on his gloves and I had my own to match. Though I’m sure I occasionally got in the way, he always made me feel like his helper.

My dad and I have always been super close and I loved being with him knowing that if I wasn’t, he was out there alone and that’s when I especially missed him. My mom worked hard while my dad was away and always put us to bed. He was adamant that he could make it home in time to come in and say “Good night,” and the companies he worked for were great at getting him there.

Because he got to be home on the weekends, time together was always intentionally shared. We woke up early to go to the park and I always made sure to help when dad wanted to take care of the house. He only had so much time to do it, but he worked hard and still made sure to spend time with my younger brother, sister, and I.

When my mom was pregnant with my brother, she went to the doctor and my dad and I were away on the road, and I recall him running so hard to get home early. Mom revealed his gender with an “It’s a Boy!” trucker hat as a surprise. I can still remember dad being distracted on the ride home because he was so excited to hear the news.

My dad tried hard to make it to as many of my softball and basketball games as possible, but sometimes his schedule just didn’t work. It sucked that he couldn’t be there during the weeknights, but it meant so much more for both of us when I could see him cheering from the stands. Even though my dad wasn't able to be there as much as other parents, he gave so much effort in showing how much he cared for our family. And he did everything in his power to keep us together and happy, even after busting his butt on the road all day long.

Career Day was a touchy subject when school started out for me. On the one hand, my dad was my hero, but on the other, I knew it wouldn’t be possible for him to join our class. It seemed every dad was able to be there but mine and I remember coming home sad.

Sure enough, the next year I caught a glimpse of a green truck passing the school window and minutes later, our class was alerted about a special guest. Now my dad was EVERYONE’s hero! He brought his truck to school and made sure each of my classmates got to have a seat behind the wheel and honk the horn.

As you can see, driving success for customers at WorkHound is personal. I believe empathy is the most important attribute to achieve success with worker feedback because as a family member of a driver, I witnessed just how hard drivers work. Dad worked for some employers that made his day-to-day extremely difficult and he hated bringing his concerns home, but that was the only place he felt like he could talk safely to get things off his chest.

This is why being able to help frontline workers is a passion of mine. I know what it feels like to be a sounding board, and although I couldn’t do something about it for my dad, I hope I’m able to help the families who are affected by life on the road now.

WorkHound gives someone else’s dad or mom a platform to safely share their frustrations or praises. While Driver Appreciation Week is a great opportunity to show your appreciation to drivers, why not consider extending that appreciation year-round by raising the voice of your drivers? Give WorkHound a call to learn more about how my teammates and I are working hard on behalf of your hard workers.


How WorkHound Can Help You Streamline Communications

It’s pretty common to have a business with a large number of employees but a small number of people managing and facilitating those employees from the front office. And that balance brings a unique set of challenges, especially when it comes to formulating internal communications.

But the good news is, those are challenges that WorkHound can help you overcome.

The Challenge: A Lean Front Office Team
If your business operates with a small front office team, you are far from alone. In fact, many of the businesses that partner with WorkHound operate this way, and this is why feedback matters.

“Lots of companies today are running very lean,” says Cindy Wincek, Sr. Customer Success Manager at WorkHound. “That type of front office can lead to frustrations for employees — we get a lot of feedback that says a smaller front office is harder to communicate with. This setup presents challenges not only for the employees but also for the front office person who’s tasked with handling that feedback.”

The Solution: A Way to Prioritize
Being tasked with handling feedback and responding can become overwhelming quickly. But that’s where WorkHound can help by serving as an extension of your front office.

WorkHound gathers and distills the crucial feedback you’re looking for from your employees and can help you determine what fire to put out first, so to speak.

“It takes about 15 minutes each day for someone to read through the feedback employees have shared through WorkHound,” Wincek says. “The business is given autonomy to determine which ones need to be replied to quickly, such as those workers who are experiencing critical concerns that need to be addressed immediately. This helps a business narrow and refine priorities.”

So, what role does WorkHound play in helping a business streamline communications, you might wonder? It’s the same narrowing and refining of priorities mentioned above — on a larger scale.

“Once a business has decided which feedback needs to be handled urgently, they can then focus on quality communications rather than quantity,” Wincek says. “The goal is to identify which employees need immediate attention.”

Let the Feedback Be Your Guide

This same approach can also play out in terms of internal communications and HR messaging. Many businesses don’t necessarily know or understand what to include in their communication pieces — in other words, they’re often unsure about what the employees really need and want.

“A lot of companies that are trying to get internal communications off the ground don’t have any idea how to get started,” Wincek says. “They think they need to send out the same old HR messaging. But through WorkHound, these businesses get feedback about things like equipment maintenance and more granular questions about things like how to sign up for insurance. This feedback serves as a guide in helping them decide what messaging is most important to send out.”

Could your company’s internal communications use a boost? Use WorkHound to discover what your employees actually need and want more information about. Contact us today for a demo!


Top 2019 Driver Appreciation Week Strategies from GATS

The Great American Trucking Show is an interactive public convention of trucking professionals, held in Dallas, TX annually in August. Its purpose is to create an energizing environment entirely focused on the improvement of the trucking industry. The WorkHound team attends annually to meet with industry experts to stay on top of trends.

While much of the focus of the convention is on recruiting, WorkHound dug into the proactive approach to understand how experts are shifting focus to retention.

Experts from dozens of top trucking companies shared innovative driver retention ideas with the WorkHound team, including how they’re tackling Driver Appreciation Week in 2019.

To add to your list of tactics, here are some ways carriers at GATS are taking charge of Driver Appreciation Week this year:

  • Celebrating Milestones: One carrier is celebrating a major anniversary and in crediting the drivers for years of success, the celebration will culminate with giveaways of premium prizes, including a new pick-up truck, a bass fishing boat, or a Polaris ATV.
  • Company BBQ: Because it can be challenging to get all of the drivers together at once, daily grill outs are open to all drivers to take a moment to press pause, enjoy a nice meal, and get to know other drivers.
  • Take Drivers to Lunch: Fleet managers schedule lunch meetings with drivers during Driver Appreciation Week to get one-on-one face time that isn’t easy to achieve on a regular basis. This gives managers the chance to get to know the drivers on a more personal level without the on-the-go mentality to distract from necessary workplace camaraderie.
  • Gift Cards: Identify places of business that are easy-to-access for drivers on the road and distribute gift cards to encourage drivers to break-up their routine on Driver Appreciation Week.
  • Door Prizes: Find creative ways to offer entries for prizes for drivers. Think of safety and mileage incentives to grant additional entries. The door prizes can be as simple as gift cards for Love’s or as elaborate as installing new mini-fridges and televisions in a driver’s cab.
  • Driver Appreciation Culture: In the words of one carrier, “Driver appreciation isn’t a week, it’s a company lifestyle.” We know that drivers have an expectation for the effort you’re putting into this one week of the year. So this year, consider kicking off a new company policy to show your appreciation for drivers. Maybe you could start weekly lunch meetings, or maybe it’s time to take a hard look at the way your company is asking for feedback from drivers.

There are tons of ways to do something special for your fleet during this year’s Driver Appreciation Week. No matter how your company shows appreciation to drivers during Sept. 8-14, make sure the end goal is long-term and reaches far beyond just one week. If you really want to know how to show your drivers you appreciate them, ask! Take an eyes-wide-open approach to employee retention with WorkHound and get in touch today.

Special thanks to these companies for sharing actionable wisdom:

DART, Unimark, ArcBest, Diamond Transportation, Overbye Transport, Buchanan Hauling & Rigging, Cardinal Logistics, Leggett & Platt, XPO Logistics, Mohawk Industries, Clark Transfer, SRS Distribution


Role Playing: Why Assigning Roles at Work is Essential

While Abbott & Costello coined the phrase “Who’s on first, what’s on second?” in their famous baseball-themed skit, nowhere is this question more relevant than in the workplace.

We’ve probably all been in a job at some point in our careers where roles and expectations weren’t clearly defined. The result is often chaos — some people doing too much (and feeling overwhelmed), some people are doing too little, and lots of people stepping on each other’s toes.

Defining roles and clearly designating people to handle certain tasks is vitally important to ensuring a smooth work environment and culture. Let’s take a look at a few reasons why that is, as well as why roles are so important when you’re partnering with WorkHound.

The Importance of Clearly Defined Roles
As we touched on briefly above, not having responsibilities clearly laid out for each job within your workplace can lead to chaos. That chaos, in turn, can ultimately lead to employees getting frustrated and burnt out — and even leaving for new opportunities.

That’s because defining roles and their associated responsibilities helps clarify for everyone what needs to be done and who needs to do it. A workplace where each employee has a clearly defined set of job parameters has several benefits:

  • Every person knows what to do. This is the most obvious, but also the most important. Every employee will know from the get-go what he or she is responsible for and what needs to be accomplished.
  • All the work gets done. No matter what business you’re in, there are often lots of little pieces that make up the bigger work puzzle. Some of those pieces can easily get lost or neglected if they aren’t under the purview of a specific employee. When a task is specifically designated to someone, it’s less likely to be overlooked.
  • There’s more collaboration. This is a big one! When roles are clearly defined, people simply work together better. That’s because each person understands what he or she is supposed to be doing, as well as how their work contributes to the business’s overarching objectives, creating an opportunity to collaborate and achieve a unified goal.
  • There’s no overlap on work. On the flip side of what happens when no one’s assigned to a task and it gets overlooked, all too often, more than one person tries to complete a task when work goes undelegated. This can lead to wasted time and frustration between team members. Clearly defined roles ensure that everyone knows what they should be doing and prevents unnecessary duplication of efforts.

Why Roles Matter When Working With WorkHound
Circling back to that “who’s on first, what’s on second” discussion, knowing who’s responsible for the various pieces of partnering with WorkHound — from reviewing employee feedback to determining and approving employee-facing messaging — is crucial.

Even with things like broadcasts, the communications we send out to team members after a company takes action on feedback, it’s important to have clearly defined roles. If the person tasked with developing a broadcast isn’t aware of all feedback elements that need to be addressed, a broadcast could be delivered without mentioning certain crucial pieces of the intended message. This can lead to frustration from employees who have shared feedback (as they may feel their voices are going unheard), as well as a lack of confidence for the employee creating messaging.

“This scenario is an example of the type of ‘chaos’ that defining roles can help us avoid,” says Max Farrell, WorkHound CEO. “Assigning roles makes us better collaborators. It allows for a smoother process, and each employee can feel a sense of control over responsibilities in the big picture.”

Defined all the roles within your company and still need some help with employee retention and feedback? Let us go to work for you. Contact us today for a demo!


Why Letting Go of Status Quo is Essential in the Workplace

It’s safe to say that in today’s workforce as a whole, things are changing. Benefits and job requirements that were once desirable to employees are becoming less so, while new priorities are taking shape. So, how can your business adapt?

Part of carving out a unique footprint as an employer today is understanding what potential employees and team members truly want — and what they don’t.

What we’re largely seeing is a shift in wants and needs, largely driven by a different set of priorities in younger generations. “Work” as we know it has also evolved, making it essential to evolve your policies, too.

Let’s take a deeper dive into what’s changing and why it’s important to adapt your business to keep up.

A Whole New World for Job Searching
If you’ve been working for a while, you’ve probably seen this change with your own eyes. But one of the changes that the workforce has seen in recent decades is an expansion in horizons, so to speak.

“When it comes to finding work today, there are so many options out there,” says Katie Love, Marketing Manager at WorkHound. “In the past, professional drivers might only know about jobs that were literally located down the road. But these days, drivers can find opportunities regionally or even across the country. There’s a whole new level of visibility about the job opportunities that exist.”

That increased visibility has made it more challenging than ever for businesses to find and retain exceptional employees. Keeping up with the competition now requires a different mindset — and the desire to continually tweak and refine benefits and other offerings to stay ahead of the curve.

What Employees Today Are Looking For
There’s been somewhat of a generational shift in the last few decades. Employees today are often looking for much more than just a paycheck. They’re also seeking an employer who can provide them with a sustainable level of work/life balance, solid benefits, and other support.

For many businesses, to be the ideal employer for today’s employees will require changes not just to policy but also to the fundamental processes used to develop it.

“In the past, decisions were made before businesses really knew what employees actually needed,” Love says. “They created and enacted policies based on what they thought employees would need and want versus what employees might actually need or want.”

Overcoming that status quo and making the shift requires gaining a true understanding of what potential employees and current employees are actually looking for. WorkHound is a tool that can provide that valuable insight, allowing you a true and unique understanding of what employees actually need, as well as what they may be seeing from other businesses in terms of benefits and offerings.

“Businesses have to find ways to stand out to prospective workers in a way that sets them apart from the competition,” Love says. “If they’re still holding on to old policies and not staying on track with worker benefit trends, it may them hold back.”

From what we’ve seen, workers know what they want. It’s up to you to ask them.

WorkHound provides you with the feedback mechanism you need to truly hear and understand your team members’ concerns. Ready to put that into action for your business? Contact us today for a demo!


WorkHound's Guide to Company Values

As a continuously evolving company, our work begins with a clear expectation about how we approach work with one another as collaborators, which ultimately impacts how we view our work with customers. We’re in the business of retention, so it’s important that we practice what we preach. 

More than 20,000 workers across the country regularly share feedback to help WorkHound get to the bottom of what workers want. Those insights have helped us develop our own company values, and ultimately, create a workplace environment in which workers truly want to work. Today, we’re sharing those values with our readers as a guide. Read them, borrow them, adopt all four as your own. At the end of the day, we’re all working to care for our workers.

  • Be Nice.
    We spend much of our time working. We should do so in harmony and productive collaboration. We value diverse viewpoints, but we must all pull together and follow our north star. We are collaborators over dictators. We call this servant leadership.
  • Create Value.
    We create value, rather than extracting it. Creating a great product allows our customers to grow with us. Creating a great work environment inspires the best people to build with us. We believe all parties should benefit from every transaction and interaction. This goes for ourselves, our team, our partners, and our customers. Most value is created in long-term relationships.
  • Be Transparent.
    Information breeds confidence, silence breeds fear. The best decisions are driven by data. We share everything we know with each other to help prioritize our efforts, create harmony, and build where it hurts. We value trust over rules.
  • Win or Learn.
    We don’t place blame for failure or mistakes, we celebrate and learn from them. Occasionally breaking something or screwing it up gives us a unique opportunity to learn. We must deeply understand our customers to serve them best. We operate with speed, simplicity, and focus.

We want you to know that when you work with us, you’re in good hands. And that’s because behind the curtain, every single day, our team is employing these values, which truly make us a stronger team. Our hope is that our enthusiasm for our work is contagious, helping you also love the work you do.

Ready to let the WorkHound team help you improve your employee satisfaction and retention? Request a demo today!


When the Going Gets Tough: How to Navigate Challenging Conversations

Sometimes, conversations can be just plain hard. We often consider tough conversations as the ones employees have with managers, but the conversations managers have with higher-ups to advocate for their team members can be just as stressful.

That’s definitely the case when you’re in the position of needing to address feedback that necessitates change. Change is never the easiest topic to discuss — and change accompanied by a required investment of time and/or money can be especially challenging.

But just because the conversation might not be the easiest doesn’t mean it’s not an essential one to have. Whether you’re working in human resources or a management role, occasionally issues crop up that require problem-solving and the insights of multiple levels of your organizational leadership.

Learning how to approach those conversations is a key part of maintaining a cohesive team, hiring and retaining effective employees, and getting stuff done. Read on as we offer some tips on how to smooth out those conversations and make them more successful.

When Tough Conversations Are Needed
Let’s start by considering why these challenging conversations come up in the first place. In many cases, discussions about big changes are the result of feedback from frontline workers.

Consider this: When an employee provides feedback of some small change that would make life easier (think a simple process improvement that will streamline your department’s workflow), that change is likely fairly easy to implement. It might require sign-off from leadership, but probably not a ton of conversation about why the change is needed.

But in many cases, team members have feedback about desired changes that are bigger picture and require a major investment or change in processes or protocols. When you’re the person receiving that feedback, how do you make that happen?

It starts with having the right mindset.

“The most important thing to think about is why your company is asking for feedback in the first place,” says Max Farrell, WorkHound CEO and Co-Founder. “You’re not looking to validate how things already are...you’re looking to discover ways to improve the way you work. So you need to be ready when that feedback comes.”

Now You Have the Feedback, So What’s Next?
Once you’ve received challenging feedback, your next step as an advocate for your team is to determine how to broach the topic with your directors. Consider the following tips to make your meeting a success:

  • Go into the meeting with confidence. Your job, after all, is to listen to the feedback of your company’s employees and take a stand for their well-being and needs. If you are confident in the legitimacy of what they’re requesting and how it will positively impact the business, this should help you deliver your message with composure.
  • Arm yourself with information. Before you address the topic of making significant change within your company, first make sure you can show the proof to the person or people you’re speaking with. Part of that is having a record of what your employees are saying — that’s one area where tools like WorkHound are essential, providing you a feedback mechanism that allows you to clearly document requests.
  • Know what change needs to be made. It’s important to be clear about the required level of investment, and it never hurts to offer up multiple options. Go into your conversation prepared with more than one idea, including smaller, yet impactful changes that could also result in change for your team. But be certain that any changes you’re proposing would have a real and meaningful impact.
  • Anticipate the reaction and prepare for it. It never hurts to think through every reaction that a person could have to an idea you’re presenting. Once you’ve laid out the possibilities, decide how you will respond to those reactions. In other words, know your next steps.

“You’re asking your team members for their feedback for an important reason, so remember that when it’s time to have a tough conversation,” Farrell says. “When you take feedback and use it to affect positive change, you show your team members that their voices are heard and that their feedback — even regarding challenging topics — is taken seriously.”

WorkHound provides you with the feedback mechanism you need to truly hear and understand your team members’ concerns. Ready to put that into action for your business? Contact us today for a demo!


What to Know About Pet Policies in Trucking

“Happiness is coming home and knowing your dog is there to greet you.”

We aren’t sure who coined that quote, but for many of us, coming home at the end of the day to a pet is one of our greatest joys.

So, imagine if for many days of the year “home” was in a truck. Wouldn’t you want your pet along for the ride?

That’s the case for many truck drivers these days, who are looking for trucking companies that allow pets onboard their vehicles. It might seem fluffy, but it’s become a much sought-after benefit — and it’s one that may lead to increased driver loyalty in a high-turnover industry.

If your company has been considering a pet policy, we’re weighing the pros and cons, as well as sharing some of what we’ve seen with WorkHound clients.

What Drivers Are Looking For
The very nature of truck driving often leads to drivers adopting a pet, and they logically want to take their pets with them on the road.

“Part of it is loneliness,” says Katie Love, Customer Success Manager at WorkHound. “Drivers are out for several days at a time, and it’s nice to have a companion. In some situations, a driver is able to take his or her partner on the road as well, so if they have a pet, it’s just easier to also take the animal on the road with them.”

There’s also a growing prevalence of support animals trained to assist people with managing medical conditions, both physically and mentally. In some instances, drivers need to take an animal on the road for those reasons.

“It’s all about keeping up with the trends,” Love says. “Lots of companies already have pet policies, so drivers are using that as leverage to advocate for similar policies when they begin working at a new company.”

Is a Pet Policy Right for Your Company?
While a pet policy is something many drivers are looking for, having one is not always an option for some companies. That’s often due the logistics and legalities of what’s being carried on the trucks.

“Some companies simply can’t have pets because of the type of freight they’re carrying — any type of food products or animals — due to the risk of cross-contamination or disease,” Love says. “In other situations, drivers may be in and out of their trucks regularly, presenting a situation where they could be potentially exposing an animal to excess heat. That simply wouldn’t be a safe space to keep a pet.”

Your insurance provider will also need to weigh in on the potential for allowing pets on board since in many cases they are considered a potential distraction or liability.

“Insurance companies may think that a pet is a distraction on the road, or they may think that some types of animals are overly aggressive or potentially dangerous,” Love says. “Some insurance providers will allow animals under a certain weight or of certain breeds.”

Beyond these considerations, listen to the feedback you’re receiving from your current and potential drivers. Do your best to carefully balance the requests of drivers with the logistics of whether a pet policy is a possibility for your business and what it should entail.

“We have a handful of companies that have pet policies,” Love says. “One, in particular, implemented their policy because of driver feedback, and we have several others who are weighing the options. It’s top-of-mind for drivers these days.”

Wish you could gather feedback more easily from your team of drivers? Let WorkHound go to work for you. Contact us today for a demo!