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Top Fleet Employers HR BEST PRACTICES REPORT

TOP FLEET EMPLOYERS HR BEST PRACTICES REPORT: CELEBRATING 10 YEARS OF HR EXCELLENCE

Table of Contents Building Skill-Based Organizations. . . . . . . . . . . . .

Enhancing the Employee Experience. . . . . . . . . .

Retooling Work Through “True Hybrid” and AI. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Driving a People-oriented Culture . . . . . . . . . . . . .

Expanding Approaches to Address Employee Burnout and Mental Health Challenges. . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Leadership Through Collaboration. . . . . . . . . . . .

TOP FLEET EMPLOYERS HR BEST PRACTICES REPORT: CELEBRATING 10 YEARS OF HR EXCELLENCE

This year marks the tenth anniversary of our Top Fleet Employers program, which recognizes human resources leadership and innovation in trucking and logistics.

Fleets undergo a rigorous application process

Please join us as we celebrate a decade of

Top Fleet Employers. Ranging in size, scope,

charted by our TFEs. Their strategies, successes,

each year, and only the best are named

and the services they offer, our TFEs strive to make a positive impact on their employees,

communities, and industry. Their HR practices

HR excellence and explore the exciting path and learnings can guide you to greater HR achievements in the years ahead.

and achievements are examples for others to follow.

As we delve into what makes this year’s group of TFEs so notable, this report looks at trends and tactics that are shaping the future of

HR in trucking and logistics. It explores the following themes: •

Building Skills-Based Organizations

•

Expanding the Employee Experience

•

Rebuilding Work Through “True Hybrid”

•

Creating a People-Oriented Culture

•

Expanding Approaches to Address Burnout

•

Leadership Through Collaboration

and AI

and Mental Health Challenges

Building Skill-Based Organizations 06

TOP FLEET EMPLOYERS HR BEST PRACTICES REPORT: CELEBRATING 10 YEARS OF HR EXCELLENCE

In a rapidly changing business landscape, organizations have had to become adaptive and agile1 to recruit top talent. One way to meet today’s workforce planning and recruitment challenges is by becoming more skills-based. Instead of simply hiring more people to fill gaps, organizations can focus on developing existing employees’ abilities through learning.

SKILL-BASED ORGANIZATIONS IN ACTION Instead of focusing on hiring people who

Developing Youth Talent (Ages 18 to 35)

necessary for a role, skill-based organizations

generations as part of their strategy to build a

already have the skills and experience

Many TFEs promote the industry to younger

emphasize a candidate’s development

more diverse, skills-based organization. They

potential. TFEs support this approach with extensive learning opportunities,

including access to online education, tuition

reimbursements, and formal training programs.

Why focus on building skills? Let’s

face it: recruiting can be pricey. It takes hours to review, screen, interview, and

test candidates, and then there’s the cost of advertising. Building skills in existing

employees can save you the expense of recruiting and hiring new ones.

create a hiring funnel that introduces students and other young people to the industry and

cultivates an interest in trucking and logistics even before they graduate.

Co-operative programs, apprenticeship initiatives, and school partnerships are

great places to develop youth talent. TFEs

use programs such as Career Talks, where employees are asked to speak to Grade 6 to 12 kids about careers in transportation and connect with young people who are

underrepresented in the industry—for instance, participating in events such as Girls in Tech and Trade.

McLean & Company (2023). HR Trends Report 2023: Leading HR Into the Future of Work.

Many TFEs have taken advantage of

Trucking HR Canada’s youth wage incentives program, which offers wage grants to

new employees in the industry under 30,

to support their efforts to attract, hire, and develop a younger workforce.

Train Drivers to Build Skills In-House Drivers are essential to a fleet’s efficiency

and customer satisfaction. Yet finding, hiring, and retaining qualified truck drivers is a perpetual challenge.

59% of TFEs have an onsite training school for drivers with little to no experience, and 77% have a training program focused on continuously developing their skills. Combining recruitment and in-house training can attract new drivers by helping them

build the skills and knowledge they need to

succeed. Some TFEs have established training

programs for new and less experienced drivers, while others have driver-finishing programs that build upon existing skills. In each case, TFEs emphasize fostering the professional

development of their drivers in-house, which

leads to a more engaged workforce and better retention rates.

TOP FLEET EMPLOYERS HR BEST PRACTICES REPORT: CELEBRATING 10 YEARS OF HR EXCELLENCE

Why Invest in Developing Drivers? I nvesting in developing drivers’ skills can

increase satisfaction and loyalty, leading to better retention, lower recruiting costs, and improved driver turnover rates.

Creating a Learning Culture Building a skills-based organization helps create a learning culture. By prioritizing

learning, truck fleets can help their teams be flexible, proficient, and adapt more

quickly to changes in the industry, market, and environment.

TFEs create opportunities for continuous

learning. Their leaders provide mentorship and model a growth mindset, and they promote employee-driven learning. Several TFEs

provide opportunities for self-guided training and education, with the subjects chosen by

the employee alongside recommendations from managers.

Consider this: Organizations can embed

a culture of learning and development into their workplace. Investing in processes to facilitate lifelong learning is the first step to building a skills-based organization.

Consider making development opportunities more accessible, adding lifelong learning to

your fleet’s strategic values, and recognizing employees who take the initiative to learn.

Enhancing the Employee Experience 10

TOP FLEET EMPLOYERS HR BEST PRACTICES REPORT: CELEBRATING 10 YEARS OF HR EXCELLENCE

TFEs know that top talent is an advantage. They strive to create an environment where individuals feel valued, engaged, and empowered because they understand that a positive employee experience supports retention and boosts productivity, innovation, and overall organizational performance.2

THE EMPLOYEE EXPERIENCE IN ACTION The employee experience is a priority at fleets that want to attract the best and brightest.

Continuous Focus on Employee Engagement: Expanding the employee experience cannot

effectively occur without input from employees.

Let’s Celebrate: Our industry has recognized

the importance of valuing employee input in decision-making! 64% of TFEs have

conducted an employee engagement survey in the last two years.

TFEs use innovative approaches to gather

employee input. Some have online channels where employees can ask questions or offer feedback, which managers use to create action plans to enhance the employee

experience. One fleet hosts a weekly “HR Hour”

via Microsoft Teams, where employees can

ask questions about company programs and policies. Others use “Employee Experience

Committees” to formalize the flow of ideas and ongoing development of employee experience programs.

Organizations that have focused on expanding the employee experience are:3

• 2× more agile • 1.9× more innovative • 1.8× more productive

Gartner (2023). “What Will HR Focus on in 2023?” Gartner, www.gartner.ca/en/articles/what-will-hr-focus-on-in-2023

McLean & Company (2023). HR Trends Report 2023: Leading HR Into the Future of Work.

Why Engage Employees? Enhancing the

Employee Experience as a Talent Strategy

likelihood of successful HR initiatives, where

and retention as employee priorities shift.4 Among

employee experience can increase the

“Employee experience” is driving talent acquisition

employees feel invested in new programs

the tactics TFEs use to make their brand and

because they have a say. Employees who feel valued are more likely to stay and contribute to the organization.

reputation stand out:5 •

Match the application requirements to

the job: Does that administrative assistant

vacancy require candidates to write a two-

page essay and go through three interviews? •

Follow up with candidates quickly and frequently: Even if the candidate was unsuccessful, tell them why. It shows

that you value their time and will reflect

positively on your brand and reputation. Word will spread quickly. •

Give more information about the

interview: Interviews are conversations,

not tests. Consider sending the candidate questions in advance, or at least provide information on what to expect. •

Keep track of candidates for future openings: This can be a helpful way to source future talent and create a

more positive candidate experience.

Communicate your intentions and follow through. Consider keeping a database. Many TFEs recognize the importance of

personalized recruiting and onboarding. For example, one fleet hired recruiters who can

communicate with candidate drivers in English, French, Punjabi, Hindi, Urdu, Serbo-Croatian, Greek, and Polish, among other languages.

McLean & Company (2023). HR Trends Report 2023: Leading HR Into the Future of Work.

Onishuk, Elizabeth. (n.d.). How to Create a Great Candidate Experience. https://resources.workable.com/tutorial/ candidate-experience

TOP FLEET EMPLOYERS HR BEST PRACTICES REPORT: CELEBRATING 10 YEARS OF HR EXCELLENCE

A recruiter who can speak the candidate’s first

Consider this: Fleets may benefit from

language will enhance the experience and show

implementing new IT processes and user

that the organization values diversity, equity,

guides on how to access technological support.

and inclusion, making them more likely to join.

Consider creating FAQs, quick training videos, and user manuals on common issues that

Let’s Celebrate: 94% of TFEs have a

employees can access instantaneously.

employee experience, offering coaching

technological best practices using ChatGPT is

retention plan centered around the

Encouraging employees to seek out

and mentorship opportunities, DEI

another great way to streamline tech solutions!

initiatives, peer networks, and employee recognition programs.

Systematic Approach to Employee Experience Many TFEs find that a systematic approach to

Providing Seamless Support Technology is more vital to the employee

onboarding can shorten the time it takes for

new employees to become productive. Among

experience than ever. TFEs provide employees

the strategies TFEs employ:

they need to be productive and connected,

•

Customizing welcome packages to specific

on the road.

•

Creating team posters that introduce new

•

Taking new hires out to lunch on their first day

•

Providing new hires with the information

with the technological resources and support

especially when employees work from home or

One TFE established a mentorship program to help new drivers become familiar

with new technologies. Another has a

monthly communications campaign to promote the importance of completing technological training.

Technology works best when employees know how to use it. Seamless support enhances operational efficiency and helps improve the bottom line.

roles and departments

hires to their co-workers

and tools they need for the first day— before their first day!

Some TFEs enhance the employee experience by providing compelling career paths. They

listen to their employees’ ambitions and help them create a career development plan.

They’re proactive when conditions change— for example, by going beyond legislated accommodation duties to support an

employee who develops medical restrictions.

Consider this: “Employee experience” is not just about adding new employee programs. If you’re looking for innovative ideas when it comes to enhancing the employee experience, consider these options:

Draw on more than one communication channel

Fleets are encouraged to communicate through multiple

channels, such as all-hands town halls, employee focus groups, Teams and Slack channels, employee panels, one-on-one discussions, and leadership fireside chats.

Invest in career development planning

Employees who see the bigger picture of how their everyday

work pushes them forward in their career will be more engaged, motivated, and committed. Consider offering one-on-one career mapping with drivers and non-drivers alike.

Offer enhanced parental leave policy and programs

Invest in your employees by going above and beyond

minimum legislative requirements. Consider offering EI topups, continuation of benefits, and scholarship programs for employees’ children.

Enhance total compensation

Compensation isn’t just about a salary. Consider ways to offer more competitive benefits, such as more paid vacation, a

technology stipend, paid gym memberships, pet insurance, or revamping pension plans.

TOP FLEET EMPLOYERS HR BEST PRACTICES REPORT: CELEBRATING 10 YEARS OF HR EXCELLENCE

Retooling Work Through “True Hybrid” and AI 16

TOP FLEET EMPLOYERS HR BEST PRACTICES REPORT: CELEBRATING 10 YEARS OF HR EXCELLENCE

Conventional notions of the workplace have given way to a new paradigm shaped by hybrid working models, artificial intelligence (AI), and automation. These forces hold the potential to reshape not only how, when, and where we work but also the very nature of work itself.

TRUE HYBRID AND AI IN ACTION TFEs are leveraging hybrid work models, AI, and

If one thing is clear in 2023, remote work is here

operations, and move to the forefront of an

and hybrid work arrangements have policies,

automation to be more efficient, enhance their industry in rapid transformation.

Defining True Hybrid As McKinsey & Company suggests in its 2023

“

State of Organizations report:

True-hybrid organizations create policies, workflows, and documentation that help employees understand which activities are best done in person and whether those activities are best carried out in real time or asynchronously (that is, with all team members being online when it’s most convenient for them rather than simultaneously). True hybrid organizations also consistently address the shortcomings of conducting activities in the less optimal format.” 6

to stay. Fleets that continue to offer flexible

workflows, and documentation that clearly

define the parameters of remote work. These

strategies can help fleets establish and embed procedures that support hybrid work:7 •

Create boundaries that facilitate work-

life balance for employees. This could look like having a disconnect policy or blocking emails after hours.

•

Be purposeful when you require employees to come into the office. If employees are required to come in when they could do

the same work at home, it may decrease

engagement. Create guidelines about when the team comes together in person for

meetings, collaboration, celebrations, and social events.

McKinsey & Company (2023). State of Organizations 2023, https://www.mckinsey.com/~/media/mckinsey/business%20 functions/people%20and%20organizational%20performance/our%20insights/the%20state%20of%20organizations%20 2023/the-state-of-organizations-2023.pdf

Ibid.

•

Increase communication effectiveness. Be clear about expectations and avoid

information overload. What channels will be used for what types of communications?

What is the expected response time? What are your business hours, and when is it

acceptable to contact team members?

Automation in HR Processes TFEs are automating their HR processes. Aside from implementing new human resources

Why Automate? Automation benefits

both the employee and the employer. Individually, employees experience

streamlined processes, from onboarding

to performance management, optimizing their time and energy for more impactful tasks. Fleets benefit from enhanced data accuracy and insightful analytics, which help accelerate decisions and optimize workforce management.

information systems (HRIS), several TFEs use software to optimize HR workflows.

Some use robotic process automation to

reduce workloads or automate onboarding, recruitment, performance, and benefits-

tracking processes using software like JazzHR and Workday. Fleets also use applications to help drivers optimize their schedules.

These include third-party time-tracking and

scheduling applications, such as When I Work, or applications developed in-house.

72% of TFEs reported having an HRIS 83% have taken actions around automating key HR processes

The Power of AI From talent acquisition to employee

engagement and beyond, AI offers a spectrum of transformative applications. 45% of TFEs

say they use AI in their organization. A few use AI chatbots to streamline recruitment. While

some TFEs report using AI to automate “people processes,” there is much work to be done to

fully tap into the power of artificial intelligence in human resources.

Why Implement AI? The ROI is evident. Driving automation forward through artificial intelligence can help

create self-sufficient processes, eliminate

inefficient work paths, and save money by increasing efficiency.

TOP FLEET EMPLOYERS HR BEST PRACTICES REPORT: CELEBRATING 10 YEARS OF HR EXCELLENCE

Consider this: Don’t know where to start when it comes to implementing AI? Here are some of the areas where AI can be the most useful, and the platforms associated with it:

Talent Acquisition and Recruitment

HireVue and Entelo use algorithms to analyze resumes, assess

Employee Onboarding

Click Boarding and Kallidus automate the onboarding process,

candidates’ skills, and predict their fit for specific roles.

ensuring consistent and personalized experiences for new hires. Chatbots can provide instant answers to common questions, easing the transition for new hires.

Performance Management

Reflektive and 15Five offer real-time feedback and performance analytics. They analyze data to provide insights into

employee progress, highlight strengths, and identify areas for improvement.

Benefits Administration

Gusto and Zenefits employ AI to assist with benefits enrollment and management. Chatbots provide employees with

information about available benefits and help navigate the selection process.

Redesigning Work We cannot talk about automation and

workflow optimization without acknowledging its implications on work as we know it. As

technology improves, fewer people will be

How can fleets get ahead of these changes? Consider these ideas: •

needed to complete the same amount of work. Leaders will need to redesign work 8

with the integration of AI technology in

mind. Fleets will have to spend time training

employees to fit into new roles that move away from specialization.

Emphasize cross-training among roles and embrace opportunities to train employees on AI technology

•

Facilitate and encourage job sharing for

•

Analyze and reorganize jobs by examining

those who are interested

their skills and tasks during your next organizational review

Gartner (n.d.) AI in HR: A Guide to Implementing AI in your HR Organization. https://www.gartner.com/en/humanresources/topics/artificial-intelligence-in-hr

Driving a People-oriented Culture 20

TOP FLEET EMPLOYERS HR BEST PRACTICES REPORT: CELEBRATING 10 YEARS OF HR EXCELLENCE

A people-oriented culture puts employees at the center of organizational strategies9, exemplifying a commitment to their wellbeing, growth, and overall engagement. People-oriented cultures can lead to better performance, innovation, and an enduring sense of purpose in employees while decreasing costs associated with turnover.

PEOPLE-ORIENTED CULTURES IN ACTION By embracing and implementing a people-

discussing values at the start of every single

where employees are not viewed as resources,

innovative practices TFEs use to uphold values

oriented culture, TFEs create an environment but valued stakeholders.

Values Orientation A company’s values provide a framework

for how employees interact, make decisions, and contribute to the collective mission. To

develop a people-oriented culture, fleets can communicate values that foster a sense of

unity, purpose, and shared beliefs, and then act in ways that align with those values.

Some TFEs conduct surveys to gauge how

well they are upholding their values. Others

include values in their performance reviews

and onboarding processes. One TFE reported

executive meeting. These are just some of the that centre around their people.

Consider this: Fleets who haven’t already

may consider creating an employee value

proposition (EVP). In a 2023 study performed by McLean & Company, organizations that have an EVP are 1.2x more likely to report

their HR department is high performing at recruiting compared to those that do not

have an EVP. EVPs capture the factors that set an organization apart from the rest of their industry, as well as act as a guiding force embedded into the company’s everyday work.10

Mercer (2023). Global Talend Trends 2023 Data Report Canada from https://www.mercer.com/assets/ca/en_ca/sharedassets/local/attachments/pdf-global-talent-trends-2023-data-report-canada.pdf

McLean & Company (2023). HR Trends Report 2023: Leading HR Into the Future of Work.

Embedding Diversity, Equity, and Inclusion into Culture While many TFEs have a formal DEI strategy or

policy, there is still work to be done to promote a more inclusive and equitable workplace.

Why DEI? A more diverse workplace

means more diversity in experience, beliefs,

and opinions. It can help fleets become more innovative, perform better, and enhance their brand as an employer.

Embedding DEI into a company’s culture

creates a foundation for more structured processes to help fleets create equitable workplaces. Start by examining current

processes that influence culture from a DEI lens, and consider the following as next steps:11 •

Provide employees, drivers, and managers with training to help them identify unconscious biases.

•

Create an open space for dialogue on topics less talked about such as

gender identity versus sexual orientation, intersectionality, microaggressions, etc.

This can be done formally, through training discussions, and informally, such as including pronouns on name tags. •

Add diversity, equity, and inclusion to your fleet’s strategic values, or create values

that revolve around DEI if you have not yet documented your fleet’s values!

HR Dive (2021). Ways to Embed DEI into your Company Culture. hrdive.com/spons/4-ways-to-embed-dei-into-yourcompany-culture/610779/

TOP FLEET EMPLOYERS HR BEST PRACTICES REPORT: CELEBRATING 10 YEARS OF HR EXCELLENCE

Leading by Example The local community can have a huge impact on culture. Many TFEs recognize this and give back to their communities through volunteer efforts and sponsorships.

Let’s Celebrate: Our industry is excelling in

its corporate citizenship action! 97% of TFEs sponsor community events

One TFE serves its community by supporting

families and refugees impacted by the war in Ukraine; it offered a job to a worker who was struggling to support their family after they

moved to Canada. Other examples include

creating committees to lead initiatives such as supporting local businesses, providing

employees with paid time off to volunteer at non-profits, and donating to charities.

Clearly, TFEs are driving a people-oriented

culture by putting their community at the core of their operations.

Consider this: Creating a people-oriented

culture isn’t about token acknowledgments or perks. It’s a dynamic, ongoing process of adapting, learning, evolving, and listening. Commit to putting employees at the

forefront of any decision that affects an

organization’s culture. Listen, learn, and then act on their insights.

Expanding Approaches to Address Employee Burnout and Mental Health Challenges 24

TOP FLEET EMPLOYERS HR BEST PRACTICES REPORT: CELEBRATING 10 YEARS OF HR EXCELLENCE

As workplaces respond to the effects of a pandemic, labour shortages, and recession, it’s important to address employee burnout and mental health issues.

ADDRESSING BURNOUT AND MENTAL HEALTH CHALLENGES IN ACTION TFEs recognize the importance of proactive

Developing a comprehensive program that

invest in systematic interventions and prioritize

effort. Consider the following HR best practices:

mitigation over a reactive response. They

comprehensive well-being strategies. This

includes flexible working schedules, clearly

communicating roles and expectations, and

prevents stress and burnout takes time and

•

supporting employees’ work-life balance. Some have wellness committees to facilitate these efforts. Rather than offering blanket benefits

across the workforce, one TFE has software that asks each employee about their overall health

and recommends a personalized wellness plan.

Why is employee mental health important? A burnt-out workforce is

an unproductive workforce. To achieve

Emphasize psychological safety so that employees feel comfortable asking for help.

•

Reward innovative thinking to improve

•

Create more ways for employees to

•

Train managers on supportive supervision

job satisfaction.

connect socially.

techniques and how to encourage

employees to care for their mental health.

organizational goals and financial targets,

fleets need to prioritize employees’ mental health so they can perform better.

40% of TFEs have a mental health program that goes beyond an EAP Root-Cause Focus By going to the source and collecting

employee feedback, fleets can create wellness programs that focus on the root causes of

mental health issues and burnout. Among the most common factors in burnout in 2023:12

Wellness as a Part of Total Rewards

•

Inability to take time off

•

Lack of work-life boundaries

•

Workload intensity

•

Lack of support resources to

•

Lack of investment in automation and

Many fleets have mental health and wellness benefits in their total rewards/compensation packages—benefits that go above and

beyond their Employee Assistance Program.

Some cover physical health benefits such as massage therapy, nutritional consultations,

and fitness classes. Others provide expansive mental health benefits such as on-site

access to a therapist, nurse-led coaching for eldercare, and access to sleep counselors.

These benefits are part of an employee’s total

compensation package and can help fleets be more competitive when attracting or retaining top talent.

prevent burnout

technology that could reduce workload

Harnessing People Data While employee feedback is essential when it comes to implementing wellness programs, fleets can use the resources they already

have through people analytics. Many TFEs

consistently gather data about employees

from exit interviews, stay interviews, turnover

analyses, values check-ins, and engagement

surveys. Fleets can maximize their investment in this data by connecting their analytics across multiple sources and programs.

Baruffati, A. A. (2023). Burnout Statistics 2023 you shouldn’t ignore • Gitnux. GITNUX. https://blog.gitnux.com/burnoutstatistics/

TOP FLEET EMPLOYERS HR BEST PRACTICES REPORT: CELEBRATING 10 YEARS OF HR EXCELLENCE

95% of TFEs conduct exit interviews 69% use “people data” to help make decisions 64% consistently conduct employee engagement surveys Performance From a Wellness Lens

•

Balanced Workload: Encourage managers to consider employee well-being when assigning tasks. Ensure workloads are

manageable and realistic and allow for a healthy work-life balance. •

Mindful Productivity: Promote mindfulness practices to enhance productivity.

Encourage short breaks for meditation, deep breathing, or other mindfulness exercises, emphasizing their positive impact on focus and clarity. •

Holistic Skill Development: Expand performance goals to include skill

development that supports wellness. Offer

Adding wellness metrics to employee

employees opportunities to enhance stress

improve mental health and reduce burnout.

and work-life harmony.13

performance goals is a great way to

management skills, health and wellness,

Consider using these techniques to reframe performance from a wellness lens: •

Wellness-Infused Goals: Incorporate wellness objectives into employee

performance targets. For instance, set

goals for taking regular breaks, physical activity, or participating in mindfulness sessions. These objectives can coexist

Consider this: Encourage and train

supervisors to engage in periodic mental

health check-ins with their direct reports as

part of performance discussions. Managers can have open conversations about

stressors, challenges, and strategies for maintaining mental well-being.

alongside traditional key performance

metrics. Then, recognize those who achieve results on wellness!

Leadership Through Collaboration 28

TOP FLEET EMPLOYERS HR BEST PRACTICES REPORT: CELEBRATING 10 YEARS OF HR EXCELLENCE

Collaborative leadership fosters a culture of inclusivity and empowerment. It drives the development of effective leaders and amplifies the potential and contribution of every team member.

Why Facilitate Collaborative Leadership?

Unlocking the Hierarchy

Increasing employees’ responsibility and

TFEs promote collaborative leadership styles.

will improve employee engagement, boost

processes, they create a shared sense of

autonomy and involving them in decisions productivity and support retention. It also

helps fleets achieve performance targets

and financial goals because collaborative

leadership encourages employees to reach

By involving employees in decision-making

ownership, agency, and responsibility for the organization’s vision that helps attract and retain top talent.

their full potential.

COLLABORATIVE LEADERSHIP IN ACTION TFEs embrace flatter organizational structures that promote open communication, shared decision-making, and a collective pursuit of excellence. This approach extends to

leadership development and career planning initiatives, where TFEs prioritize cultivating leaders who inspire, mentor, and guide.

Let’s Celebrate: 98% of TFEs use formalized

training programs, mentorship initiatives, and leadership onboarding strategies to promote leadership growth in their employees.

Consider this: Unlocking the hierarchy

Several TFEs encourage collaboration by

can consistently seek out opportunities to

multiple areas of the business. Others have

autonomy in their work, and give them

and socialization have on connection and

sure to explain the importance and positive

enhance the quality of decision-making

and share decision-making power across

commitment. When individuals feel their voices

must come from the top down. Managers

designing projects that intentionally include

empower employees, instill agency and

reaped the benefits that team engagement

ownership over tasks and decisions. Make

collaboration. These approaches not only

outcomes of collaborative leadership

but also cultivate a sense of ownership and

job levels.

are valued, they become more motivated, emotionally invested, and empowered to contribute to the organization’s success.

Fostering Collaboration TFEs use technology that supports synchronous working. For example, data generated from

Discuss Career Paths as a Collaboration Opportunity

Microsoft’s collaboration apps, such as

Collaborative leadership means having

Outlook and Teams, can show where staff are

open discussions with employees about their

collaborating. These applications can report

career paths. Several TFEs have programs

on email volume versus what’s happening

for those not yet in leadership to help them

in Teams, with the goal of increasing

develop their leadership skills. One TFE asks HR

collaboration in Teams rather than email.

to discuss potential “employee career path

Leaders can tap into anonymized data to

journeys” with each employee. They share

understand where an intervention might

the feedback with the employee’s supervisor

need to take place, with more coaching to

and host a department meeting to conduct

encourage real-time collaboration in Teams.

an internal 9-box succession plan to map

Data derived from these collaboration apps

out the next steps for employees who are

enable businesses to understand employee

ready to advance or who expressed interest in

communication patterns and make better

another opportunity.

management decisions.14

69% of TFEs offer real-time dashboards with HR analytical data to support decision-making

Computer World: 5 Hot Workplace Collaboration Trends (2023)

TOP FLEET EMPLOYERS HR BEST PRACTICES REPORT: CELEBRATING 10 YEARS OF HR EXCELLENCE

69% of fleets have career paths mapped out for drivers and 57% for other roles There are many ways that fleets can help

employees develop a career path that takes them where they want to go. Consider the

3. Succession Planning: Identify critical roles within the fleet and create a succession

plan. Prepare employees to step into these roles in the future, ensuring continuity.

Drivers may be identified as successors for a dispatcher or planner role, and this may serve as a retention lever.

4. Transparent Pathways: Communicate

career paths clearly. Provide roadmaps

following ideas:

that detail the skills, experiences, and

position to another.

Cross-Training Opportunities: Career paths can be lateral. Offer opportunities for

employees to gain experience in different roles within the fleet.

2. Skill-Based Advancement: Develop a

framework for skill-based progression. Employees can advance by acquiring

milestones required to move from one

5. Regular Check-Ins: Conduct regular

career development discussions among employees and their supervisors. These conversations can help align individual

aspirations with fleet needs and identify potential growth opportunities.

new certifications, endorsements, or specialized training.

104-720 Belfast Rd.

Ottawa, Ontario K1G 0Z5

(613) 244-4800

theteam@truckinghr.com

truckinghr.com/top-fleet-employers

TOP FLEET EMPLOYERS HR BEST PRACTICES REPORT