spooky truck

A Truly Spooky Story About Feedback

The temperatures are cooling down and the leaves are falling… Halloween is upon us — the perfect time of year for a truly spooky story around the campfire, right?

Well, we’d like to tell you the scariest story — one about what happens when employee engagement isn’t a normal part of your business operations.

Though we have plenty of great examples of how companies are using employee feedback to drive meaningful change.

But we’ve also seen what happens when companies either don’t nurture a feedback culture or when they don’t use the feedback they’re given. Gather ‘round the campfire, friends...

Tales of Feedback Gone Wrong
You’ve probably heard the phrase “toxic work culture.” It’s been a spooky story all over the headlines in the last few years, shining a light on everything from poor hiring procedures to harassment in the workplace. It’s often cited as a key component of increasing levels of employee burnout.

Have you ever considered what makes a work environment 'toxic'? In many cases, issues within the workplace could be prevented — or at least quickly mitigated — if businesses were asking for, receiving, and using feedback from their employees.

If you ask employees what they need and want, they will tell you. But we know sometimes that can seem scary in and of itself.

“If you’re concerned about negative feedback and having to deal with it, consider that your employees could be leaving that feedback anywhere — online, on social media, on recruiting pages,” says Katie Love, Marketing Manager at WorkHound. “Asking employees internally what can be changed helps make sure that feedback is coming to you, rather than going everywhere else.”

It’s vitally important to regularly ask your team for feedback about ways their experience can be improved, but it’s equally as important to make sure you’re actually listening to that feedback and taking action. Otherwise, you run the risk of your employees feeling like they’re not being heard.

“I’ve been an employee in an environment where I shared feedback that was just ignored,” Love says. “Asking for feedback in that case was just lip service — they wanted it to appear that they were listening, but then the feedback wasn’t acted upon. It felt like the leadership didn’t think my voice was important, and we've all been there. For me, I ultimately moved on to a place that valued my voice, and I wasn't the only one.”

Giving your team members the perception that their voice isn’t valued can have scary consequences for both retention and hiring. You need to show that you’re thoughtfully considering and using feedback to build trust.

“We find that employees put a lot of thought into their feedback, and if they don’t see action taken, they will lose faith and feel like they’re not being heard,” Love says. “On the other hand, when companies ask for feedback and then they take action on it, they’re building trust with their team.”

Making Feedback Less Scary
Partnering with WorkHound takes some of the heavy lifting out of asking for feedback and putting it to good use. Using our feedback mechanism can help your company organize comments and concerns and determine where to prioritize.

“We use the question ‘Is it a signal or is it noise?’ in our work,” Love says. “Something like ‘Today is bad’ can be noise, because it doesn’t give us a guide to take action. On the other hand, something like ‘Today is bad because I don’t understand my benefits package’ is a signal, since it allows companies to take action.”

WorkHound helps you determine what is noise and what is a signal — and to respond accordingly.

“We help companies sift through signals vs. noise, seeing the top comments and which ones really require action to make quick changes,” Love says. “This can help you prioritize when the sheer amount of feedback seems overwhelming — and it allows your employees to see that you are listening.”

Want to avoid a spooky story when it comes to your company’s culture? Feedback plays a key role — and we can help. Contact us today to learn more!


Turning Feedback Into Meaningful Action: 3 Key Examples

At WorkHound, we’re in the business of soliciting feedback and helping our clients act on it. And while feedback and action taken can look different from customer to customer, we wanted to share a few examples of successful programs that were created in response to feedback from drivers.

1. Pay structure. This one’s a big one since the trucking industry represents a significant departure from how pay works in nearly every other industry. Drivers often express concerns about the way pay is calculated or whether they’re set up for financial success. Companies then have an opportunity to make changes to allow drivers to feel more financially stable and solid.

“When drivers have expressed concerns about pay structure, some companies have taken that as an opportunity to reassess pay and consider new options, like a guaranteed compensation plan,” says Katherine Vanderford, Director of Customer Success at WorkHound. “In other words, if you’re available to do the runs but aren’t scheduled, you’ll still get paid at least a certain predetermined amount.”

2. Programs to promote mental health. Because drivers are often on the road for long periods of time, loneliness can creep in and often impacts driver performance. Another factor when spending lots of time driving is burnout, which can affect a person’s physical and mental health.

Companies can take action to combat both of these issues — for example, many companies have enacted ridealong guest policies or pet policies to counteract loneliness on the road. As far as burnout, several different approaches have been effective.

“Drivers who are over the road for a long time are much more likely to experience burnout,” Vanderford says. “If they’re burnt out, they’ll look for new jobs, and the company’s retention rate will suffer. Some companies have enacted specific days on/days off policies, while others have given drivers floating holidays, promoting time off to rest. It takes a little extra attention from companies to determine the best solution for this problem, but it can be as simple as encouraging drivers to take time off.”

3. Uniforms. The clothing drivers are required to wear is also a big topic of feedback, and you get feedback on both sides of the spectrum. Some drivers want a more casual look, while others are looking for a more professional appearance.

“Sometimes drivers will say ‘I want to be able to represent my company better and I don’t know how to put my best foot forward in my appearance,’” Vanderford says. “That has led to companies providing new uniforms — sometimes as simple as a T-shirt or a collared shirt — or we’ve even seen some companies decide they’re no longer going to force drivers to wear long pants since it’s so hot in the summer months.”

Ready to Implement a Feedback Plan?
Now that you’ve heard some feedback successes, you may be interested in beginning a feedback program at your business. The good news is that obtaining feedback from your drivers and other employees can be fairly straight-forward. Getting the feedback you need is usually as simple as asking.

“If you ask drivers what they need, they’ll tell you,” Vanderford says. “By starting the conversation and letting drivers know that the company is truly interested in what they want, it helps get good feedback. It encourages drivers to be very direct and specific in their feedback so that it’s actionable.”

Companies partnering with WorkHound have an additional tool that helps solicit this feedback in a way that helps drivers feel comfortable — and gets companies the feedback they need.

“Our questions open-ended to avoid introducing bias,” Vanderford says. “This helps make sure drivers don’t hone in and feel constricted to answer only about one topic.”

Once you’ve started asking drivers what they need to perform their jobs optimally and maintain quality of life, you’ll receive important information that can help you enact change. This might take shape in new policies and programs that can help retain existing drivers and entice new ones to join the team.

If you’re looking to boost your hiring and retention of drivers based on driver feedback, WorkHound is a great place to begin. Contact us today to learn about how your company could benefit from employee engagement!


Freight Recession? What You Should Know:

If you stay up-to-date with the latest in the trucking industry, you may have heard some hubbub over a potential freight recession. But is it something that you should really be worried about, as either a driver or a trucking company?

Well, the first thing to note is that there’s really no clear answer on whether there actually is a freight recession.

“There’s lots of argument about whether there’s actually a recession, whether we’re headed into one, or whether we’ve worked our way out of it already,” says Katie Love, Marketing Manager at WorkHound. “What we do know is that there are between 10 and 15 trucking companies that have recently closed their doors unexpectedly. As you can imagine, this causes a bit of concern and uncertainty for both drivers and employers.”

With that in mind, what can companies do to keep an even keel and help drivers maintain a sense of confidence about their employment? That’s what we’re considering in today’s blog.

It’s All About Perception
With any large issue where there’s no consensus about what’s happening — as is the case with the freight recession — whether a problem develops for your company is largely based on how your drivers perceive the situation and how they’re treated.

That means that if your drivers believe there is a recession — even if there’s no recession actually occurring — they are likely to fear for their jobs and livelihood.

For your business, that means it’s even more important to create a sense of stability for your employees.

“In the short-term, drivers are looking for companies with the best opportunities as far as pay and benefits, because they equate these markers with security,” Love says. “If they simply think a company is about to go under, they might jump ship for another one.”

In this scenario, perfectly stable companies may lose team members simply because they haven’t been intentional in their interactions with drivers.

“It’s all based on perception,” Love says. “If a company isn’t communicating effectively with its drivers about what’s going on, drivers may become afraid and look for another company that seems secure.”

What Successful Companies Can Do
Now that we’ve established that there’s a natural fear and trepidation among drivers, we want to help you navigate your next steps. As a company, it’s important to assess the situation for your individual business and work to reassure your drivers and other employees.

Start by getting an accurate measure of what your company’s retention costs are and how much it costs to replace a driver. According to the American Transportation Research Institute, the Driver Shortage and Driver Retention are two of 2019’s top issues.

“If a company doesn’t have a strong knowledge of that information, they’re less likely to retain employees,” Love says. “We encourage trucking companies to always have a true understanding of those numbers. Once you familiarize yourself with those stats, talk with drivers to find out what they like about your company — and what they don’t.”

From there, demonstrate a will to change. You can take some basic steps to improve working conditions for your drivers, which can make a quick impact on retention and instill confidence in your team. For example, things like enhancing the driver’s lounge, restructuring pay, and upgrading equipment can all work to improve your drivers’ overall happiness with their jobs.

But what’s most important is to ensure that the steps you’re taking are the right ones — in other words, that they actually solve the problems your drivers are experiencing. The only way you can make these changes with confidence is to engage your team.

“We have a saying that ‘Communication breeds confidence; silence breeds fear,’” Love says. “Regardless of the state of the recession, it’s important to stay in constant communication with your entire workforce. From a company’s standpoint, communicating with employees, encouraging their workers, and instilling confidence are the biggest things they can do in the face of a potential recession.”

Communication is a two-way street, and WorkHound can help you stay in the know about your employees want and relay company messaging to your employees. Contact us today for a demo!


Making Sense of the CDL Drug and Alcohol Clearinghouse

When new regulations and guidelines are introduced into your work, like the new CDL Drug and Alcohol Clearinghouse, it can feel overwhelming and full of uncertainty.

That’s why we’re taking a few minutes today to break down the answers to some commonly asked questions about the Clearinghouse and what it means for drivers and trucking companies.

Q: How is the CDL Drug and Alcohol Clearinghouse different than what’s already in place?
A: Let’s answer this in two parts. First, the actual rule establishing the Clearinghouse does not change anything from what’s already in place requirement-wise in the U.S. Department of Transportation guidelines on drug and alcohol testing.

That said — what does change is where information related to testing and a driver’s records will live. Once in effect in January 2020, the Clearinghouse will be an easily accessed, secure database online for employers, state law enforcement personnel, state driver licensing agencies, and the Federal Motor Carrier Safety Administration.

Those logging in to the database will be able to pull up information in real-time related to CDL and commercial learner’s permit holders’ drug and alcohol program violations. This will include both records of positive drug or alcohol results, as well as any refusals to take tests.

Also included in the Clearinghouse will be records related to the completion of a return-to-duty process and required testing plan, signifying a driver’s safety to return to the available workforce.

Q: What will the Clearinghouse mean for drivers?
A: As mentioned above, the guidelines for drug and alcohol testing aren’t changing. What’s changing is where those records will be stored and how they’ll be accessed.

There are a few key things for drivers to know:

  1. The Federal Motor Carrier Safety Administration has taken steps to ensure the protection of your private information located within the Clearinghouse. The information contained within the database can be accessed only by authorized users, and the FMCSA will be continually reviewing and updating security standards, as needed.
  2. The information contained within the database will be used only by the approved agencies and employers as needed to enforce current drug and alcohol testing standards.
  3. The Clearinghouse will notify you via email or phone anytime information related to your record is added, revised, or removed. There’s a petition process if any incorrect information is reported.
  4. To ensure you have access to your records and receive the notifications mentioned above, you’ll want to register with the Clearinghouse. You can currently sign up to receive a notification when registration opens.

Q: What will the Clearinghouse mean for trucking companies as far as hiring and retention?
A: The database provides employers a way to easily check that current and prospective drivers have no violations that prohibit them from driving. Through the Clearinghouse, you’ll also be able to easily report drug and alcohol program violations, including a driver’s refusal to complete the return-to-duty process.

There are a few key things for companies to know:

  1. In order to stay in compliance, companies must query a driver’s record during the pre-employment driver investigation and again at least once per year during his or her employment.
  2. It’s important to note that the Clearinghouse does not eliminate the need for employers to conduct drug and alcohol three-year pre-employment investigations. At this point, trucking companies still need to perform this investigation with a potential driver’s past employers.
  3. However, on Jan. 6, 2023, after three full years of information are stored in the Clearinghouse, it will no longer be necessary to do outside investigation. A query of the Clearinghouse database will then satisfy the requirement.
  4. Just as with drivers, businesses must also register for the Clearinghouse sometime this fall. You can currently sign up to receive a notification when registration opens.

When you work with WorkHound, you gain a partner dedicated to remaining in the know about the latest regulations and helping your team navigate them. Contact us today to learn more!


Driver Lists are the Key to Accurate Metrics

Driver lists — they're a pretty basic tool, but vitally important nonetheless. When you’re operating a trucking company, having a comprehensive list of your drivers and their contact information is essential. An up-to-date list not only expedites the process of locating necessary information when you need it, but it also helps us communicate with your drivers.

When you partner with WorkHound to obtain in-the-moment feedback, having an updated list becomes doubly important. Read on as we take a look at three ways an updated list optimizes your partnership with WorkHound.

1. Updated Driver Lists Help Ensure We’re Reaching the Right People
This is probably the most obvious way that an updated list benefits your business. When you’re partnering with WorkHound, you want to be certain you’re reaching out to the right people.

“Sometimes companies have a hard time keeping their lists updated,” says Katherine Vanderford, Director of Customer Success at WorkHound. “But that means that we’re sometimes contacting drivers who are no longer even with the company. If the list isn’t up-to-date, companies may receive feedback from people who are no longer driving, and it may have already been resolved or no longer be relevant.”

(We know what you’re thinking — the answer is yes, WorkHound can help manage this issue. Keep reading to find out about our list maintenance support.)

2. Updated Driver Lists Help You Take Quick Action
This benefit of maintaining a current driver list goes hand-in-hand with WorkHound reaching out to the right people. Because we’re seeking feedback from current team members only, we’re able to help you narrow the scope of the feedback you’re receiving and determine where to focus your attention.

“WorkHound gives companies access to vital real-time information and concerns from drivers,” Vanderford says. “That means securing feedback from drivers in real-time — which gives companies the chance to intervene quickly.”

3. Updated Driver Lists Help You Measure & Prove ROI
Metrics play a key role in every facet of trucking — and we understand that a feedback tool like WorkHound is no different. When partnering with our team, you want to be able to see that gaining feedback from drivers and acting on it is having a tangible effect on driver retention. Maintaining a current list helps you see that ROI over time.

“We have a tool on the dashboard that allows companies to ask a driver to reveal his or her identity,” Vanderford says. “At the moment the driver reveals, we start a timer that marks how long the driver stays with the company after the company engages with him or her about feedback. For example, if a driver reveals his or her identity on April 1 and is still with the company on May 1, that’s counted as a success. The driver gave the company at least 30 days after the reveal based on that interaction.”

With that in mind, an up-to-date list enables the WorkHound team to help companies track ROI and determine how much of an impact the service is making on retention rates.

How WorkHound Can Assist with Driver List Maintenance
While keeping an updated driver list may seem like a small task to those who don’t operate in the trucking world, we understand that high turnover can lead to inaccurate databases. To remedy that, we built a capability into the WorkHound platform that automates the process.

“We have the ability to set up an automation to maintain accuracy for each customer’s metrics,” Vanderford says. “With small front office teams and other challenges to handle, many companies forget about updating a driver list until they’re dealing with the frustrations of an outdated one. With this tool, we’re able to keep companies from having to expend a great deal of time and effort to maintain a list, while still making this crucial asset a priority.”

Interested in finding out how WorkHound can help boost your company’s driver retention? Let us go to work for you. Contact us today for a demo!


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