Drivers working in construction, utility, and pits and quarries are grappling with environmental stressors, unpredictable hours, and variable safety protocols that, when combined, are having an outsized impact on their well-being and their safety outcomes.
Fleet managers have the opportunity to reduce potentially hazardous working conditions, on-the-job stress, and the negative impact on the health of their workers.
WORK-RELATED STRESS
For professional truck drivers, stressful working conditions are consistently associated with chronic disease, safety risks, and reduction in productivity, according to a study by the University Research Institute on Traffic and Road Safety.
There is limited data regarding drivers who work in the vocational space. However, the existing data is associated with seasonal shortages, overtime, turnover, and compliance issues. Both industries involve intense time pressures, in-vehicle ergonomic hazards, limited downtime with family members, and hours in isolation, which makes adopting and maintaining healthy habits a challenge.
There’s a clear association between drivers’ stress levels and fatigue, absenteeism, and turnover. The result is increasing costs to construction, utility, and mining companies.
Recruiting a driver, and training a new driver, costs between $6,000 and $12,000, according to some recruitment experts.
WORKING CONDITIONS
Fleets are reducing risky driving behavior and improving job performance by enhancing how they support drivers from cultural and operational standpoints.
Companies can create a communications platform so drivers, who usually don’t have final authority regarding work habits, can voice their perspectives. Participating in these conversations also benefits managers, who can glean new information to support drivers and proactively address issues. For example, fleets can provide preventative care, including access to gym facilities and counseling.
Managers don’t have to go at it alone. Numerous associations and industry support groups can help them improve employee support. For example, in the construction industry, Construction Suicide Prevention Week is an annual campaign focused on reducing suicide in the construction industry. The industry dedicates a week each September to raise awareness and provide resources to help prevent deaths.
WORKPLACE CULTURE
The vocational work environment is fast paced, but it can’t sacrifice a supportive employee culture. A family-oriented workplace culture enhances employee retention, and it starts at the top.
When drivers spend a workday in isolation, it becomes even more important for team leaders to check in, take an interest in their well-being, and connect on a personal level. That’s made easier, and the human connection is enhanced when leadership proactively learns crew members’ names.
Reviewing and enhancing employee benefits is another way to signal that a family-oriented workplace is a company value. Some companies have added programs that help employees with daycare, gym memberships, and flexible time off. In addition to programs, having a clear channel for communication for performance evaluations and addressing concerns adds to an overall sense of team and support.
PERFORMANCE STANDARD
Empower your team to meet quotas, deadlines, and their deliverables with the tools they need to own their driving performance on and off the highway.
Accessing fleet health reports is as seamless as monitoring tire pressure from the driver’s seat—all from one platform—thanks to smart fleet solutions. These integrated platforms connect the workflow of drivers’ reports, mechanical alerts, and other updates, which provides for a faster and easier experience while avoiding unexpected downtime. Some fleets set up their systems to manage schedules, budgets and other requirements, including electronic pre- and post-trip inspections.
These all-in-one technologies can also put safe driving top-of-mind for operators. Digital coaching systems with dual-facing dashcams have shown success in helping prevent incidents. They can alert drivers in real-time so they can self-correct, extending the reach of an organization’s safety program to all its vehicles. By providing a digital co-pilot or a second set of eyes, organizations can help ease the burden on drivers and minimize stress on and off the road.
When managers equip their teams to perform at the highest level, companies can reduce burnout and increase retention. A supported driver is a safe driver.
WORKING SMARTER
Investments in culture, processes, and technology have a lasting impact on the overall health and reputation of the organization, and it results in higher productivity and healthier bottom lines.
As the industry addresses driver retention, it is up to fleet managers to ensure the health of their team. Healthy teams strive for continuous improvement, they value honest communication, and they support each other in their roles.
An organization’s culture sets the tone for its team. It informs how drivers conduct themselves, how they view quality and performance, and how they seek—and receive—support when stress is high. Creating that culture takes more than an investment in technology. It requires an understanding of work stressors and the right tools to improve job performance, employee retention, and employee well-being.
ABOUT THE AUTHOR
Nick Grandy is general manager, vocational and industrial services, with Zonar. Find out more, visit www.zonarsystems.com.
