Fleet managers often have the same problems – drivers get frustrated, performance can be inconsistent, and conversations about late deliveries or unapproved stops feel confrontational. The more they try to enforce top-down rules, the more resistance they get.
But…it doesn’t have to be this way. When accountability only flows from the top down, it can create resistance and even resentment. But when accountability is shared between drivers and managers, it helps your entire operation to run smarter and safer. This collaborative behavior builds trust and creates a positive work environment where everyone is invested in the team’s success. Here’s a few steps you can follow to make that happen.
1. Provide drivers with clear expectations and fair feedback.
Let’s start with transparency. It’s important that drivers understand exactly what’s expected of them and how their performance will be measured. By using tools like driver behavior scorecards and trip logs, you can make sure that feedback is data-driven and objective – instead of just based on a feeling or one incident. This clarity helps drivers feel confident they are being evaluated fairly and are part of the process, instead of being punished with no real data.
2. Real-time GPS and geofencing build trust, not control
Fleet technology can be a tool for building trust. Instead of using it to micromanage, you can use GPS tracking to provide proof when jobs are completed, how long they took, and if drivers followed their expected routes. In addition, geofencing can automatically alert managers to off-hours vehicle usage or speeding…without requiring constant oversight. This hands-off approach shows drivers you trust them, while still making sure they’re compliant and safe.
3. Managers need to lead by example
Accountability isn’t just for drivers – it’s also for leadership. Managers should use reports and dashboards to track their own performance, including follow-ups, driver coaching, and schedule management. When managers hold themselves to the same standards and are transparent about their own responsibilities, it helps create a culture of mutual responsibility throughout the entire team.
4. Use technology to coach, not punish
Instead of just catching and pointing out mistakes, position your technology as a way to help drivers improve. Offer proactive training, share data in a transparent way, and help drivers take ownership of their own performance. This approach makes technology a partner, rather than their enemy.
5. Celebrate progress in a public way
Positive reinforcement! Share your top performers’ scorecards and publicly celebrate safe driving streaks. This recognizes excellent drivers for their hard work and dedication while also motivating people to meet the same high standards. By celebrating success, you reinforce the behaviors you want to see and build a shared sense of accomplishment across your business.
Overall, changing to a shared accountability model can help you have more constructive conversations, help drivers take more ownership, and help everyone use data to back up performance and safety records. Fleet accountability is a team sport – and with the right tools, everyone wins.
One Step Further
See how Trio Forest Products reduced their accident rate by 91% in three months with GPS Insight: https://www.gpsinsight.com/cs-story/trio-forest-products/
How can you get started? Reserve your spot for our CSA webinar on October 16 @ 1 p.m. EDT