change

How a Feedback Program Can Help Companies Navigate Change

The saying is that “the only thing constant is change.” That’s entirely true, and change of any variety can be one of the most challenging aspects of operating a business. 

Whether a company is facing change internally, like a leadership change, or changes beyond its control, like pandemic- or disaster-related issues or protocols, two-way communication is essential. Companies need to be able to communicate with employees, and they also need to be able to hear concerns and needs from employees. WorkHound offers the capacity for both.

Why is it so important to have a feedback mechanism in place while navigating change? Read on as we offer some perspective!

Why You Need Feedback During Times of Change

Most people have worked for an organization during a time of instant, significant change. Maybe you were employed by a business when layoffs were made, or when financial difficulties forced changes to the company’s benefits packages.

Regardless of the specific circumstances, change can be scary, especially when you don’t have leadership-level transparency into what exactly is happening. In most cases, employees are left feeling uncertain, without a place to turn for definitive answers.

If your company is walking through significant changes, you need to be able to offer your employees insight into what’s happening and you need to be able to field their questions and concerns. Knowing how your employees are feeling can help you determine next steps, too. 

“Having a feedback tool helps you keep a pulse check on employee perceptions during a change,” says Katie Love, Director of Marketing at WorkHound. “In any business, when there’s a lot of change happening at once, assumptions will be made by employees. They may be wrong, but those employees will make decisions to stay or leave based on those assumptions.”

How WorkHound Facilitates Two-Way Communication

You may be familiar with the way WorkHound allows drivers and other employees to share comments, concerns, and questions with their employers. But did you know that WorkHound also offers methods for companies to communicate back to their employees?

Being able to carefully craft messages to deploy out to the entire team can be an incredibly helpful resource when change happens, whether internally or externally. 

“A lot of companies use broadcasts as a proactive measure to alert workers about major business changes, like leadership shakeups, changes in cost of fuel rates, or market shifts,” Love says. “They use those messages to keep drivers apprised in those moments so they aren’t taken by surprise. The biggest problems occur when news is a surprise.”

In addition to having the option to send regular broadcasts, companies can also engage individual employees using an anonymous messaging tool after they’ve shared feedback. Both tools can be helpful in avoiding surprises and providing transparency, which ultimately builds trust.

“Communication isn’t going to change company culture overnight, but it has to be implemented incrementally so that when change comes, it’s part of the habits of employees,” Love adds.

Why a Feedback Program Is Worth the Investment…

We firmly believe that having a meaningful feedback mechanism is important at all times, but it’s especially important during times of change. The ability to give and receive feedback can be the difference between a company sinking or swimming during a sea change.

“For employees, being able to ask questions and share concerns helps build confidence in the work their employers are doing for them,” Love says. “The reality is that drivers don’t want to change jobs. This can help them clarify some of their concerns and understand that their assumptions aren’t correct, or it can help them shed light on issues that perhaps their company simply isn’t aware of.”

On the flip side, receiving feedback from employees helps employers know what needs to be changed or clarified.

“Leadership might not know the part of the leaky bucket that needs to be patched,” Love says. “Receiving feedback can help a company gain loyalty from employees as the company and the drivers work in tandem, rather than in opposition.

“While we get tons of positive feedback at WorkHound, we also know that a feedback program offers people the space to air grievances. Especially during times of change, we’re more prone to stay to ourselves, because we don’t know who to trust. You don’t know where the safe space is. This keeps employees from holding it all inside.”

…and Why It’s Needed in Good Times & Bad

When companies are facing financial difficulties, whether due to rising costs or due to decreased revenue, it’s natural to look for the “low-hanging fruit” of expenses to trim. But it’s important that tools that promote employee satisfaction remain in the budget, even when times are tough.

There’s good reason for that. Faced with the dual situation of the ongoing driver shortage and the “Great Resignation,” the costs associated with hiring and training a new employee to replace one who leaves are especially high.

Take, for example, companies faced with rising fuel costs. It can be tempting to put aside driver experience programs, like feedback tools or incentives. But in the long run, that’s not a winning strategy.

“Companies may think that because they are experiencing fuel cost increases, a feedback tool is an expendable part of the budget,” Love says. “But in reality, they benefit from tools that help retain drivers. Even if fuel rates are $8,000 one way on a trip, it still costs $8,000 to $9,000 to replace a single driver. Driver turnover costs haven’t changed, and there’s still a dire need to retain workers.” 

Keeping a feedback tool in place can pay off in multiple ways during a time of economic fluctuation — you gain actionable insight into the fears your drivers have, you can communicate information with your drivers, and you demonstrate that your company is dependable and prioritizes drivers.

“Trucking companies can’t control fuel rates, but they can control what’s happening in-house,” Love says. “Control what you can control, and that’s what is happening in your environment. What companies can do in this case is keep their drivers happy. Freight still has to run, and you have to have drivers to accomplish that — no matter how expensive fuel is.”

A feedback program could be a difference-maker for your company, especially in times of change. Ready to get started? Sign up for a free demo to learn how WorkHound can help.


When Negative Feedback Turns Into a Positive

When a business is planning or preparing to implement a feedback program of some sort, there’s often an assumption that a good bit of that feedback will be negative. Companies anticipate the bad — steeling themselves against what they will hear.

But the reality is: Even when the feedback is negative, it isn’t really a negative. 

What do we mean by that? Well, no matter what type of comments you’re receiving from your drivers, the fact that you’re receiving them is positive. And you even have a chance to turn negatives into a positive by taking meaningful action to implement solutions.

“We often say that you can receive feedback as a gift or a curse,” says Katie Love, Marketing Manager at WorkHound. “It’s really about how you react to it.”

Why Companies Hesitate to Ask for Feedback

Negative feedback has such a stigma attached to it that some trucking carriers hesitate to even provide a way to offer feedback. After all, if they’re only going to hear bad stuff, why give drivers a forum to share it?

There are many reasons why a feedback program is a necessity, not the least of which is the cost of not operating with one in today’s marketplace.

“What we know is that in this current market, things are changing very quickly,” Love says. “Feedback of all types helps companies act quickly and make changes to adapt and keep drivers happy and satisfied. It’s often an objection for companies that they don’t want a feedback program to become a complaint factory. It’s better to suck it up and ask for feedback than to allow that feedback to show up online or turn up in the rumor mill.”

In the long run, not asking for feedback can have disastrous consequences.

“The cost of turnover is so high that it’s the kind of thing that can ruin companies,” Love says. “The companies that are asking for feedback are the ones that are coming out ahead.”

How Bad Feedback Can Become a Positive

If your company has overcome the hesitancy toward allowing an open forum for driver feedback, you may still be stuck on what to do with negative feedback. Consider it a jumping-off point toward offering a solution that works well for the company and for the drivers.

“The process starts with asking for feedback and workers providing it,” Love says. “Both of those are strong gestures to show that you’re optimistic that workers are going to provide valuable feedback and that your workers are optimistic you’re going to act on that feedback. Trust-earning happens when a promise is made and then that commitment is followed through.”

The result is typically multifaceted — you end up with more satisfied drivers, who stick around, cutting down on your company’s turnover and improving your company’s image with potential new hires.

“Ultimately, the end game is that the drivers trust people,” Love adds. “They trust that they can recommend their friends and families to work for your company and that it’s a reliable referral.”

Literally Turning Negative Feedback Into Positive Feedback

While there’s great anecdotal evidence that good things happen when companies use negative feedback from drivers to take action, we also have actual evidence of the phenomenon. We often hear back from the drivers themselves once companies have implemented a solution to a problem they shared.

“We get a lot of followup with drivers acknowledging that companies did something with their comments,” Love says. “Oftentimes, when they share that communication, they say something like, ‘No company has ever really cared what I have to say until now.’”

You can’t get much more positive than that! And in the end, using feedback to drive change is going to make a significant impact, on the company itself and in the bigger picture.

“Workplace trauma requires healing and repairing trust,” Loves says. “Many drivers have had a leader in the past who broke their trust. Drivers show up at work and expect that it’s going to be bad because they’ve had a bad experience. Companies have a chance to repair not just how drivers feel about the company itself, but how they feel about the entire industry.”

A meaningful feedback program can work wonders for your business! Ready to put one into action? Sign up for a free demo to learn how WorkHound can help.


WorkHound Secures $12 Million Series A Fundraise from Level Equity

The Series A round, funded by Level Equity, will enable WorkHound to grow its employee roster and introduce its real-time worker feedback platform to more supply chain markets.

Today we are excited to announce that WorkHound, a leader in the employee feedback management space, has successfully completed a $12 million Series A fundraising round.

The capital, funded wholly by Level Equity, a New York-based growth equity firm, will be used by WorkHound to continue to serve employees of the supply chain. This funding will help us do it faster and better by increasing our employee headcount, expanding our current product offerings, and growing our presence in trucking and additional supply chain verticals.

Here's why:

“Since our 2015 launch, we’ve been able to leverage modest financial investments into sustainable business wins. This is, by far, our most substantial fundraise, and we are well-positioned to use it for our most explosive growth to date,” said Max Farrell, WorkHound CEO. “The timing is perfect to partner with Level Equity. We have a proven business model, our current clients in the trucking industry are using our technology to build stronger, revenue-boosting feedback loops, and businesses in almost every supply chain market are craving the benefits WorkHound can help deliver.”

In short: With a 95% turnover average in the trucking industry, there's an urgent need for quick intervention in supply chain employee turnover. This investment equips WorkHound to step up to the plate to act fast.

Learn more about our newest partner: 

The fundraising round is backed by Level Equity, a growth equity firm that invests globally in outstanding middle-market software and tech-enabled businesses.

“When it comes to leadership and team talent, scalability, and impact potential, WorkHound is the exact type of business we want to call a partner,” said Sarah Sommer, co-founding partner at Level Equity. “They’ve already been able to experience impressive successes by delivering undeniable value to their clients, and we are excited to see how our partnership will help propel them to even greater heights.”

What we're all about:

WorkHound was founded in 2015 by Max Farrell and Andrew Kirpalani in Des Moines, Iowa, before adding a second headquarters in Chattanooga, Tennessee. What we knew then, and continues to be more relevant now, is that workers feel distant from the daily decisions that are made on their behalf, they feel like their voice isn't being heard, and the result of this communication gap is high turnover across multiple industries of dispersed workforces.

But our belief is that a bridge is possible for this communication gap and so, WorkHound has helped companies across the trucking industry turn around their turnover and give their company cultures an overhaul.

Since those early days, WorkHound has grown to serve more than 80 companies and nearly 75,000 drivers. Today, WorkHound resolves communication concerns for companies in both the United States and Canada, powered by a fully remote team in every timezone.

How WorkHound works:

The WorkHound platform enables employers to receive instant and anonymous workforce feedback so management can quickly address urgent matters as part of their employee retention efforts. While our initial efforts have been focused on the trucking industry as driver turnover is a significant pain point experienced across that entire industry.

As employee retention needs have spread into additional supply chain markets, The WorkHound platform and data-backed insights are applicable for various workforces across multiple industries.

For​ ​additional​ WorkHound ​information,​ ​please​ ​visit:​ https://workhound.com/
For any media-related questions or needs, contact:​ david@heedpr.com

###

About​ WorkHound:
WorkHound was founded with the mission of helping people love the work they do. Built specifically for the frontline workforce, WorkHound has given thousands of employees a voice with a real-time, anonymous feedback platform. Through insightful analytics that hone in on business issues, WorkHound has helped companies of all sizes retain frontline workers, boost profitability, and save money. Initially launched in the trucking industry where the average driver turnover rate is 95 percent, WorkHound has expanded its platform to support real-time feedback for all frontline and distributed workers.

About Level Equity:
Level Equity is a private investment firm focused on providing capital to rapidly growing software and technology-enabled businesses. Level provides long-term capital across all transaction types in support of continued growth. The firm has raised $3.0 billion in committed capital and has made over 90 investments since its inception. For more information, visit https://www.levelequity.com/

 


sharing the love

Sharing the Love With Your Team of Drivers

When you think about Valentine’s Day, love and spending time with those you love probably comes to mind. But what about sharing the love with your company’s professional drivers? 

It’s not the same kind of love, and we get that, but showing your drivers that they’re appreciated is a significant part of any effective retention strategy. While a strong pay structure and competitive benefits can help entice drivers to your carrier in the first place, in the long run, drivers are looking to feel that they’re truly essential and valued.

How can you show your drivers that level of appreciation? It starts and ends with your people. To demonstrate to your drivers that they’re valued, you need buy-in from employees at every level, from the management suite to the frontline workers who interact with those drivers on a daily basis.

What Drivers Love

How do we know that people can make or break a company’s retention strategy? Well, drivers have told us so! When we parse through the thousands of comments received through the WorkHound platform, we get a lot of driver love about the people they work with.

“Most praise comments we receive are about how companies show drivers love,” says Katie Love, Marketing Manager at WorkHound. “And most of that positive feedback relates to interactions with other employees and how those interactions make drivers feel.”

Check out these examples of driver feedback — and notice how they revolve around other employees:

  • “I think my company is the best company out there. The people make it great. They allow you to vent, and they are some of the nicest people I ever met.”
  • “Bailey. Bailey. Bailey. If it wasn’t for her I don’t think I would have made it this far. Every time I was ready to give up, she stepped in to solve all my problems.”
  • “Love the dispatchers and all the help they give me. Some go above and beyond for me, and I appreciate that to no end.”
  • “It seems like the ones I am working with consider you as a coworker instead of an underling. We all have a job to do, and things go better when supervisors do not talk down to you.”
  • “The owners are good to the drivers, and managers take care of their people.”

Tips for Showing Your Drivers Love

While the people within your company are the ones who will make the ultimate impression on your drivers, there are also some steps you can take to help show your drivers they’re appreciated. Start here:

Consider Your Culture
You hear about workplace culture a good deal these days, and for good reason. Establishing a company culture that’s inclusive, that’s fair, that’s transparent, and places equal value on all employees is important. And it’s not a one-time deal — it’s about doing those things over and over again.

“Take a good hard look at culture,” Love says. “The way you demonstrate value isn’t through one-off actions, it’s through habits. Make culture a routine habit, rather than something you do on occasion. It needs to be constantly ‘on.’”

Make Appreciation a Year-Round Affair

“Oftentimes, when we talk about showing drivers appreciation, companies mention Driver Appreciation Week, which is one week in September,” Love says. “One week a year isn’t enough. You can’t turn appreciation on only when it’s convenient.”

Instead of setting up appreciation events, consider investing in resources and support instead. This will look different for every company, but investments like facility upgrades or increased access to food and drinks can help repeatedly show drivers that they’re appreciated, rather than being a one-time acknowledgment.

Stand Up for Your Drivers
When drivers share feedback related to customers and problems they’re facing, it’s important to truly listen to those comments. Use that feedback as a guide in helping you interact with those customers moving forward. That’s the ultimate way to show drivers they’re valued.

“We’ve had companies evaluate their contracts with customers based on the experiences their drivers are having,” Love says. “Being on ‘Team Driver’ in a conflict with a customer is so important.”

Offer What Drivers Truly Need
While freebies and company swag are good gestures, offering drivers things that are useful and relevant to their needs can go much further. That means paying attention to what drivers actually need and want — and tailoring your “freebies” to encompass those things.

“As an example, we know drivers love their truck washes,” Love says. “They’re very expensive, and they’re unique. For a lot of drivers, especially over-the-road drivers, the truck might be ‘home.’ They’re taking their home to customers, who they hope to impress on behalf of the company. If the truck is dirty on the outside, they think it’s going to leave a bad impression and they feel easier to disrespect. Simply offering to cover the cost of regular truck washes can make such a difference.”

Take Care of All Employees
What do other employees have to do with sharing the love with drivers? You might be surprised! When your entire team of employees feels valued, they share that love with each other.

“If a company is working hard to make sure the experience of a driver-manager or a mechanic or anyone else on the frontline for drivers is positive, it’s ultimately going to benefit the drivers,” Love says. “If those workers are unhappy, drivers are going to feel that. If you really want to improve the culture for drivers and show they’re valued, look hard at the front line of the frontline.” 

Want to share the love with your team of drivers or other employees for your business? Sign up for a free demo to learn how WorkHound can help!


Product Feature Announcement: Custom Themes

We know that feedback for your company is unique from every other company. There is no "silver bullet" to retention or culture, and while the standard WorkHound themes have covered a great deal of the success you've achieved, there's always an opportunity to go deeper with your data. Today's product update will help you do just that.

After diving deep into providing your best user experience and needs (We are a feedback company after all!), WorkHound is excited to announce the launch of custom themes on your Dashboard. You now have the ability to create a custom theme on a comment, simply click the + at the end of the themes list to add your own.

Custom themes can be removed by selecting the theme and choosing “delete.” While your Customer Success Manager will continue to support the standard WorkHound themes you’re used to, this new feature gives you the control to create and manage additional themes that are relevant to your company.

As always, it's our priority to give you the tools to simplify the work you do and take action quickly. This new feature will help you achieve more for your frontline while helping you expedite the speed of change management for your company's timeline.

Here are a few best practices to keep in mind:

  • We recommend continued use of the standard WorkHound themes and adding custom themes to track specific issues
  • Every comment must have at least one theme
  • Custom themes must be spelled the same each time
  • Custom themes should be one word
  • Custom themes cannot include symbols or numbers

If you have any questions at all, we hope you'll lean on the WorkHound team to provide answers and help you take advantage of this new feature for your company's retention strategy.


driver retention pay

When It Comes to Driver Retention, It’s Not All About Pay

When a professional driver is looking for a new employment opportunity, there’s no doubt that he or she takes a good look at the pay being offered. After all, compensation is a driving force in how most of us choose a job.

But once a driver signs on with a trucking carrier, retaining the driver is about a lot more than compensation. There are a few key reasons for that, including recent changes related to driver retention pay in the industry.

“In 2021, many carriers in the industry adjusted driver pay to a level where drivers can afford a decent quality of life,” says Katie Love, Marketing Manager at WorkHound. “But interestingly enough, many drivers are now making an income that’s higher than the cost of living, and yet, turnover remains really high. Because trucking companies are offering a consistent market wage, the pay is just table stakes.”

With higher starting compensation now becoming the norm across the industry, companies have to do more once a driver joins the ranks in order to keep that driver happy. But where do you even begin?

Giving Drivers a Reason to Stay

While the trucking industry’s persistent turnover problem makes it seem as if drivers are looking for reasons to leave, the reality is that they’re looking for reasons to stay in many cases. Drivers want to feel invested in their company,” Love says. “They want to be engaged with their companies, and we know that companies want to be engaged with their drivers.”

That mutual engagement requires some trust-building exercises — and we aren’t talking about “trust falls” or similar activities. Instead, it’s all about building in processes and small measures that demonstrate to your drivers that they are valued.

“Companies invest in their drivers as people, and then drivers invest in their companies,” Love says. “They want to be seen as the professionals that they are. That’s having a carrier who values your perspective. That’s being seen as equal with other members of the team in other departments. That’s being treated as trusted advisors and colleagues. And all of this must happen ASAP when drivers sign on the dotted line to drive for you.

Seeing Drivers as People

That heading may seem a little funny, because of course drivers are people, right? But this may be the single biggest lesson we can share about how companies can build trust and develop relationships with their drivers.

All too often, professional drivers are seen for the work they do — not necessarily for the people they are and the qualities that make them unique. Retaining your employees starts with truly seeing and embracing them as human beings.

Start with the big picture: Many trucking carriers identify drivers with a number. Disregarding (or even doing away with) the number and referencing all drivers by their first names can be an important first step.

Then use the resources at your disposal to keep track of important details about your drivers and their lives. Have a CRM or an ATS for recruiting? Utilize it as a repository for the humanizing aspects of drivers, like birthdays, spouse names, kids’ ages, and so on. 

Gather and remember that information to make connections. Acknowledge your drivers’ birthdays and anniversaries with a handwritten note or a call from the CEO or another leader. Driver managers can also use the details as “talking points” of sorts in regular conversations with drivers, using them as a jumping-off point into creating deeper relationships.

Take the time to ask about your drivers’ long-term goals and to invest in them. Doing so is a key way to show your employees that they’re valued beyond their current roles.

“Drivers are often stuck in a line and can do the same job forever,” Love says. “Finding ways to help develop those jobs into bigger opportunities is important, whether it’s allowing drivers to take on more miles, run a different route, move into a driver-trainer position to provide mentorship to new-hires, or it’s possible they want to grow into a job in the office. Talk with your drivers to understand what their career goals are.”

The Data Behind This Approach

The art (and science) of retaining drivers isn’t as cut and dry as the analytics and telematics used to manage other aspects of trucking and logistics. But there’s still a good bit of data out there to back up a human-centered approach to retention.

As we gather feedback from drivers for our clients, we also analyze and evaluate that information. 

“WorkHound helps our clients not just by solving individual issues mentioned in the platform, but also by collecting and organizing feedback by category and sentiment,” Love says. “Getting a clear picture of what’s going on at both the individual and team-wide levels really helps businesses improve culture at a foundational level, and that’s something we’re very proud of.”

Getting to know your drivers as human beings is a key part of showing them they’re valued. Learn more about the industry-wide trends in anonymous worker feedback to understand how to do better for your drivers in 2022.


challenges in trucking

How Feedback Can Solve Challenges in Trucking

Wouldn’t it be nice if work (and, let’s be honest, life in general) were seamless and simple at all times? Trust us, we know that the trucking industry, in particular, is rife with challenges, especially in the current environment. 

With that said, though, challenges within trucking and logistics overall aren’t insurmountable. They’re speed bumps rather than dead ends, so to speak.

The first step in solving the problems within the industry is knowing what they are. Sounds simple enough, right? But for many trucking carriers, gaining a true understanding of the problems drivers are facing is a challenge in and of itself. 

Without gaining the perspective of the professional drivers themselves, carriers base decisions that impact those drivers on their own assumptions. This perpetuates the retention problem that has plagued the industry for years.

What’s the solution? Offer your drivers a truly meaningful way to share their feedback. Having that feedback will help your company overcome common challenges and benefit your retention efforts. Read on to learn how.

Driver Challenge 1: Inefficiency

The problem >> In an ideal world, drivers would be able to move freight from point A to point B without hiccups along the way. They’d be compensated appropriately for all the time spent on the road, secure in the knowledge that no time was wasted or unpaid for.

But the reality looks much different! Each day they’re on the road, drivers face challenges that impede the work they do. While some are largely beyond our control, like inclement weather or a rise in COVID-19 cases, many of these problems are the result of inefficient practices related to traffic, customers, and vendors.

How feedback helps >> Because the decision-makers for most companies are often detached from the everyday work, getting the insight of the drivers who are in the weeds each day is essential to impacting change.

“Drivers are the eyes and ears of the company,” says Katie Love, Marketing Manager at WorkHound. “They can provide insight that a company’s own telematics can’t provide. Drivers are seeing things in real-time and can provide critical feedback to help drive improvements.”

Driver Challenge 2: Lack of Communication/Expectation Setting

The problem >> Ask anyone who’s been around the trucking industry for any length of time, and they’ll tell you there’s definitely a gap between what companies think they’ve communicated with drivers and what the drivers actually heard. 

When drivers don’t get the information they need, whether on the front end during the hiring process or at another point during their employment, it’s almost certain that expectations won’t be met — either on the part of the driver or on the part of the company.

How feedback helps >> While there’s a consensus that there’s a communication gap, there is no definitive answer on where that gap occurs. It actually differs quite a bit from company to company and even in individual cases within the same company. 

“Having the ability to offer feedback is a way to improve communication,” Love says. “Companies know that expectations aren’t aligned. Feedback helps carriers identify exactly where those expectations aren’t matching up — sometimes it’s in recruiting, but sometimes it’s in the shop or in some other aspect of the company. Knowing where the gap is occurring can help carriers find a better way to share information and expectations.”

Driver Challenge 3: Poor Working Conditions

The problem >> Drivers are on the road nearly every day. That means they face working conditions unlike those faced by the vast majority of Americans. In many cases, those working conditions are less than optimal.

As they travel from place to place, drivers see a wide range of conditions, whether they’re visiting their company’s own facilities or making a drop or pickup at a client warehouse or freight depot. Beyond physical locations outside their vehicles, drivers operating carrier-owned equipment may also experience equipment deficits that can lead to dangerous conditions or valuable time spent off the road.

How feedback helps >> This is another circumstance where the “powers that be” are detached from the everyday realities — and where having the real-time insights of drivers is important. In fact, gaining perspective from those exposed to the working conditions can be eye-opening at times.

“As an example here, driver feedback has demonstrated that some terminals don’t have facilities for women,” Love says. “It doesn’t come up often with an open-door policy, because drivers just expect that there isn’t going to be access to what they need. As it’s started to come up in driver feedback, it’s really served as a way to provide equal conditions for female drivers. That goes to show the impact of actually asking drivers what they’re experiencing.”

Facing a persistent retention problem and ready to make meaningful change? Offer your drivers a way to share their voice. Sign up for a free demo to learn how WorkHound can help!


The Best of 2021 - WorkHound Customer Case Studies

Over the years, dozens of supply chain companies have achieved success revolutionizing their company cultures and standing out above the rest for new and current employees via anonymous feedback, and we capture this measurable success in WorkHound case studies.

In a time when turnover is one of the most critical issues facing the trucking industry, it’s all the more important that carriers experiment with new and innovative solutions, and we’re grateful that the companies in this blog gave it a try with WorkHound, and we’re even more thrilled to reinforce that listening to the needs of workers works. 

Today we're sharing the best of 2021 WorkHound Case Studies. The trucking companies here are proving that simply offering worker-friendly communication channels drives results to improve retention, cost-savings - both in time and budget, and ultimately, a new and improved worker-friendly culture. 

Learn how trucking companies are driving results like cutting turnover in half and saving thousands on recruiting costs ($60,000 per month, to be exact). 

The Best of 2021 - WorkHound Case Studies:

1. USA Truck

After experiencing a 30% improvement in driver retention, USA Truck expanded WorkHound to office staff in 2020 to capture their honest experiences at work while working from home during the COVID-19 pandemic. USA Truck continues to utilize WorkHound with office staff after retaining 97% of employees who spoke up and offered the opportunity to intervene.

Learn all about it in this USA Truck office staff case study.

2. Bay & Bay Transportation

Imagine doing so well with driver retention that your company actually grew its headcount. That’s what happened for Bay & Bay Transportation. In a time when most companies are struggling to find qualified talent, Bay & Bay was able to stabilize turnover and ultimately recruit more drivers, resulting in a 30% growth.

Read how they did the unimaginable in this case study.

3. Milan Supply Chain Solutions

In the words of their drivers, Milan Supply Chain Solution gave them “less to fuss about…” And while we certainly believe in feedback and advocate that feedback isn’t fussing, we’re definitely on board with organizations who are doing so much for their workforce that it’s hard to complain.

Read about the cultural evolution Milan has experienced since asking drivers for anonymous feedback.

4. TOTAL Transportation of Mississippi

What could you add to your company’s initiatives if you had an additional $60,000 per month to spend? That’s what happened for TOTAL Transportation of Mississippi when they began saving an additional $60K+ in recruiting costs thanks to a retained workforce.

Learn all about their additional communication efforts here.

5. AFC Transport

With driver turnover averaging at 95% nationwide, we appreciate every organization that makes an effort to break the status quo and sees turnover as a solvable problem. We believe it is and so when we saw retention improve by 26% at AFC Transport, we captured their continued success in this case study so you can learn more about how they did it.

Read about AFC Transport's changes here.

6. Freightworks Transportation & Logistics

A Gallup poll said that only 39% of employees are engaged and so when Freightworks Transportation discovered that more than 70% of drivers are engaged with WorkHound, it provided an aha moment that the reason why the Freightworks company culture is so great is that workers are so engaged.

In fact, they called WorkHound their virtual focus group, learn all about it here.

Looking Ahead...

There’s more where that came from! If you’re looking for additional success stories from 2021, check out the WorkHound webinars, where you’ll learn how WorkHound customers are applying anonymous communication to simplify communication, gain operational intelligence, and improve company-wide turnover.

Looking to achieve impressive results for your company’s retention and growth strategies? Give us a call. The WorkHound team of experts would be glad to see if your vision is the right fit for how WorkHound works.


hometime

Hometime for the Holidays...

It’s crazy to think about, but the holiday season is here again. While it seems like only yesterday that 2021 got underway, the calendar is quickly flipping toward 2022. And that means we're all thinking about hometime for the holidays.

The holiday season is a frantic one for many people. Take the normal everyday responsibilities of life into consideration, then add a bunch of other to-dos to the list...shopping for gifts,  planning seasonal events, and even brainstorming next year’s personal resolutions or business goals.

This time of year can be stressful for anyone. But for professional drivers, the holiday season can be one filled with abundant challenges.

The good news, though, is that trucking carriers can proactively take steps to anticipate those challenges and help drivers navigate them. Here’s a look at how your company can prepare.

Adding Stress to Stress

The role of a truck driver can be a stressful one at any time of year. Drivers often experience mental health struggles, compounded by long, lonely days on the road and limited time spent with loved ones.

Now, imagine feeling lonely or isolated during the holiday season — a time of year that’s heralded as one of coming together with those we love. That’s often the driver’s reality.

And there’s an additional source of stress this time of year. Even in a “normal” year, drivers face the challenge of getting from point A to point B with in-demand resources while also dealing with an influx of holiday traffic.

“One of the realities of the holiday season is that there are more travelers on the roads,” says Katie Love, Marketing Manager at WorkHound. “We’re all guilty of being impatient and inconsiderate around truck drivers, potentially cutting them off, and then add the potential of inclement weather. That adds stress to an already stressful job.”

This year, those stressors will be magnified, given that drivers are already under an immense amount of pressure to deliver. As the nation deals with supply chain issues and mounting frustration from businesses and consumers over delays, that strain makes its way to the drivers themselves.

“During this time of year, we expect loneliness and seasonal affective disorder,” Love says. “It’s going to add stress and strain to a group of people who are already burnt out.”

How Carriers Can Alleviate Some of the Pressure

What do your drivers need from you this time of year? The overwhelming answer is home time.

Given that one of drivers’ biggest mental health challenges relates to being away from their loved ones, giving them time off the road to be with their families is invaluable.

“We get a lot of feedback about drivers wanting home time — not necessarily for Christmas Day, but at any time during the holiday season,” Love says. “They’re sharing when they’re thankful for home time and also sharing disappointment when they’ve been promised home time and it doesn’t happen.”

Because scheduling time off for drivers can be a logistical challenge, put in the effort early to show drivers you’re paying attention to their needs and taking action.

“Look proactively for opportunities to get drivers home,” Love says. “It may not be possible to do it on the actual holidays, but look for the times to get them there. The earlier you can do this, the better. Sometimes companies only let drivers know a couple days ahead of time, which makes it hard to plan.”

It’s also important for trucking companies to demonstrate their appreciation for drivers in other ways this time of year. The job can be a hard and tedious one, but knowing they’re valued can make it easier for drivers to handle being on the road.

For some companies, that may take the form of a year-end bonus, while for others, providing drivers with something as simple as a holiday ham or turkey can be a true blessing and appreciated gesture.

But the biggest thing a company can do? Invest your own time in ensuring your drivers are OK.

“Look for additional opportunities to communicate with drivers and check on them,” Love says. “A lot of companies make it a habit to only check in with drivers if they need something or if something is broken, but it’s important to reach out at least once a week. Search for ways to positively affirm their work for the company and the fact that you value their work.”

Communicating with your drivers is even more important during the holiday season. But burnout is more prevalent than ever during the added holiday stress. Learn how to take care of your drivers with the Burnout Guide.

 

https://www.youtube.com/watch?v=AFHLo93kwHQ


make truck driving a great job

If You’re Happy and You Know It...Share the Word

When you think about establishing a feedback program, your mind may naturally go to the negative. There’s often an assumption that feedback is solely about problems or issues that need to be fixed.

But in reality, when you have a feedback program in place for your trucking company, you’ll get a good bit of positive feedback, too. While it may not seem like it sometimes, there are happy drivers out there!

We see it all the time in the feedback our clients receive — while they hear from drivers who are sharing concerns and questions, they also hear from drivers who are sharing praise. That begs the question: How can you shine a light on those happy voices?

That’s the topic we’ll be discussing on Nov. 16 in our “How to Elevate Happy Drivers for Recruiting and Retention” webinar, presented in coordination with Matt Kennedy of Melton Truck Lines and Lane Williams of Fusion Now Agency. Here’s a sneak peek at what you’ll learn if you tune in:

1. You Can Use Positive Driver Feedback to Help Recruit New Drivers

At some time or another, most companies in all industries have used this phrase: “Don’t take it from us. Hear what our customers have to say…”

When you’re trying to sell your trucking carrier to drivers, amplifying the voices of your drivers can be your most powerful tool. After all, they’re your internal customers, and their word of mouth matters. This webinar will provide you the insights needed to turn that positive feedback into a recruiting resource.

“We will be talking about what to do with positive driver feedback,” says Katie Love, Marketing Manager at WorkHound. “There are a number of options that companies will be able to take away. We’ll talk about how to incorporate positive feedback into recruiting messaging, how to use it internally, and how to use it as a critical evaluation of how your company is doing.”

2. Positivity Is an Important Driving Force (Pun Intended)

When you read about the trucking industry or hear about it on the news, it’s usually presented in a negative light — not due to the actions of professional drivers or the work they do, but instead due to the persistent driver shortage and trucking’s role in ongoing logistics challenges.

Trucking has a negative rap when it comes to driver turnover and retention, and it’s a reputation that can keep potential new drivers out of the industry and push existing drivers out. Shining a light on the good can help counteract that.

“There are a lot of broken parts of the industry,” Love says. “It’s common to talk about what’s going wrong. But we know from our conversations with drivers that there are also a lot of things going right. We want to focus on how we can highlight what’s going well instead of spending all our energy focusing on the bad stuff.”

3. Leaning Into the Positives Can Pay Off

The culture of work is changing across all industries in the wake of the COVID-19 pandemic. Many people are reassessing what they value in a job and whether they’re fulfilled in their current work.

That shift has many switching careers altogether, making hiring and retention an even more competitive landscape now than ever before. For the trucking industry, where turnover is a consistent issue, the challenge is magnified.

Potential drivers, both those already working in the industry and those who are switching from another career, are listening to the voices of others with experience in the field. That’s why amplifying those with positive viewpoints is such an important way to share the word.

“The industry is tight for talent right now, and drivers are really relying on their networks and word of mouth to determine where to continue their careers,” Love says. “Stories matter. It makes a big difference if companies can show drivers why they’re a good company rather than simply telling them.”

Ready to learn more about how to turn positive feedback into a hiring and retention tool? Mark your calendar for this webinar on Tuesday, Nov. 16 at 2 p.m. EDT/1 p.m. CDT. Click here to register!