But how you approach it makes all the difference…

Implementing changes at work can be a headache, but success might be as simple as how you approach it. Because you don’t spend all day with drivers, think about what will be on their minds when they are alone behind the wheel, or logging information into your systems. A few best practices can mean the difference between success and failure. Start with making it a worthy cause for your drivers’ time and effort – that means incentives!

DO

Own and embrace the new solution as something that you endorse – and find a driver ally or ambassador who will also endorse the changes

DO

Explain how the change will benefit drivers, as well as the company as a whole

DO

Give drivers a stake in the success of their efforts by rewarding the best performers at specific times while the change takes hold – one week, two weeks, one month, etc.

DON’T

Don’t blame the changes on the company or upper management – if you aren’t on board, how can you expect drivers to be?

DON’T

Don’t anticipate failure, but think about challenges and how to overcome them – when you anticipate challenges instead of failure, this gives you an opportunity to find common challenges in your organization, and the ability to address them more broadly as part of driver training and management

DON’T

Don’t ignore driver concerns and feedback. You can anticipate objections and have answers prepared, and be ready to draw the line: “I hear you, but we are going to try to make this work.”