An effective onboarding process is essential to keep the drivers you recruit. Close to 40% of new hires will have already decided within the first 72 hours whether or not they plan on staying. Consider the following as you evaluate your current new hire onboarding…
- Introduce the Fleet Manager a week before orientation – Either in person or by telephone – Put a face to the job. Begin the relationship. Break the ice.
- Manage first impressions with effective on-boarding from the start.
- Provide a warm welcome. If you send pre-arrival materials, include hats, t-shirts or other company logo branded symbols of belonging.
- Consider first impressions. Make sure the first 24 hours reflects professionalism, cleanliness, user-friendliness, and appreciation.
- Most new-hires decide whether they will be with you for a long time within the first 72 hours.
- Conduct an Expectations Exchange – List the expectations for both sides of the partnership.
- Itemize driver’s expectations the company will meet (rate of pay, average number of miles, policies for various eventualities).
- List the company’s expectations of drivers.
- Include the driver’s family whenever possible.
- Put it in writing.
- Have both parties initial each expectation.
- Ask for a personal commitment to a minimum period of time. Most drivers keep their word.
- Communicate learning objectives – Communicate the learning objectives that the driver will attain during the orientation period.
- Have upper management/owners meet new drivers during orientation.
- Have the owner, President, or someone as high up as possible meet with the new driver to share history, folk-lore and organizational values.
- Make it genuine, authentic and special.