Do You Have the Right Driver Managers?
Over the last 10 years we have completed a number assignments that included a study of what factors (skills, knowledge, attributes) actually separated high performing driver managers from low performing managers. We used measurable performance indicators – miles driven, fuel economy, on-time pickup and delivery, driver turnover, and safety to separate top and bottom performance. We also eliminated anyone hired in the last six months. We noted at least a 20% difference in performance between the top and bottom performers on every factor. These studies were done using analysis of performance data, direct observation of high and low performers, documentation of behaviors, and administration of PDP ProScan behavioral assessment surveys.
The results were quite clear – high performers used distinctly different behaviors, had different personality attributes and used different skills. In the remainder of this article I will briefly contrast the differences.
Remember – “people leave managers, not companies”. Is this true for your company?
TOP PERFORMERS VS BOTTOM PERFORMERS
We found five major areas of job performance. We also found that there were distinct performance differences in each area. The following chart outlines the differences:
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Performance Areas |
Top Performers |
Bottom Performers |
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BASIC SKILLS |
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Financial /Business Geography DOT Regulations/Safety Operating System Proficiency Keyboard Ability |
Knows the business and the geography of the US. Utilizes HOS and pays attention to safety. Excellent keyboard and software skills |
Poor understanding of business basics, no awareness of basic geography, does not pay attention to safety and has poor computer skill |
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DAILY WORK FLOW |
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Tracking trucks & loads Monitoring Keeping Data Current Priority Setting Follow Through Freight System Knowledge |
Top DMs tracked loads constantly, they updated the system while talking to driver, they set priorities for their board, they knew the freight network and worked with drivers to et better loads. Took an active approach to planning for each driver |
Did not use freight flow to help drivers, got behind on updates, did not follow through, sat back and waited for things to happen – not proactive |
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ADMINISTRATIVE/ORGANIZATIONAL |
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Scheduling Planning Organization of Work |
Planned ahead, scheduled driver activities – home time, physicals, maintenance, etc. Were well organized and prepared for whatever happened |
Work area disorganized, could not find important information, did not plan ahead just reacted to events as they occurred |
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WAY WITH PEOPLE |
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Communication Problem Solving Empathy Advocacy Meeting Driver Needs |
Clear, concise and timely communicators, used a logical problem solving process, was empathetic to driver concerns, tried to meet driver’s needs when possible |
Did not communicate clearly sometimes not at all, showed little concern for driver needs, did not go to bat for drivers, blamed drivers for any problems |
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LEADERSHIP SKILLS |
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High Performance Standards Setting Expectations Coaching & Training Recognition Teamwork Work Habits |
Set high standards for drivers and themselves, coached drivers when they did not meet standards, praised drivers whenever they did a good job, were positive teammates with safety, customer service, maintenance and others, came to work early stayed focused during work day |
Did not set or communicate any goals, did help drivers perform better, did not praise drivers, caused problems with other departments, came in late, did not work diligently during shift |
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PERSONALITY TYPE DIFFERENCES
In our assessment of fleet manager performance I found distinct personality trait differences between top performers and bottom performers. The PDP® ProScan assessment was used to survey all fleet managers. PDP® ProScan measures seven significant behavioral factors. Traits include dominance, extroversion, patience, conformity and logic. Two other factors measured are energy level and energy style. The differences are briefly described in the following chart.
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Trait/Factor |
Top Performers |
Bottom Performers |
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Dominance |
Mid to high dominance – assertive, decisive, confident, competitive |
Low to mid dominance – unassertive, compliant, cooperative, humble |
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Extroversion |
No significant differences |
No significant difference |
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Patience |
Fast paced, high sense of urgent |
Steady, not urgent |
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Conformity |
See big picture, creative, take calculated risks |
Detail focused, expect perfection |
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ACTIONS YOU CAN TAKE TO STRENGTHEN THE DRIVER MANAGER ROLE
1.Define the job clearly – focus on desired results such as miles driven, safety compliance, driver turnover, customer service, fuel economy and more
2.Communicate expectations to everyone – make sure people know what is expected and what is not
3.Use the performance expectations as hiring criteria
4.Establish performance objectives for each driver manager
5.Provide training on an individualized basis
6.Reward performance results that exceed expectations
7.Measure performance, hold people accountable
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