Employee Engagement and Experience for Logistics and Transportation
Communication, recognition and the conditions people actually work in.
What this looks like in logistics and transportation
The parts of employee engagement and experience that are specific to this sector, rather than general.
Engaging Drivers and Distributed Teams
People who are rarely at any office, including yours.
What this coversHide
Engaging Drivers and Distributed Teams
People who are rarely at any office, including yours.
What this coversHideA driver's experience of the employer is the trip sheet, the advance, and the person who answers when something goes wrong at midnight. Engagement here is operational, not cultural.
- Trip planning that allows realistic rest
- Advance and expense settlement without chasing
- Someone reachable when a breakdown or detention happens
- Vehicle condition and maintenance responsiveness
- Halt and rest facilities on regular routes
- Detention and waiting time compensated predictably
- Recognition for safety and on-time performance
- Route allocation perceived as fair
Route allocation fairness is the most frequently raised grievance and is usually invisible to head office, because it is decided informally by whoever builds the roster.
The general method — what employee engagement and experience covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the employee engagement and culture page. What is above is the part that differs for logistics and transportation.
Other HR topics for logistics and transportation
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for logistics and transportation, or another industry.