Introducing GPS fleet tracking to your staff
Successfully deploying a GPS-based fleet tracking solution requires more than just reliable technology; your employees need to by into the system as well. As with any operational change, your employees may resist it initially. Drivers may have concerns about a GPS fleet management system invading their privacy. They may feel it sends a signal that they can’t be trusted or that you are spying on them. They may not understand why you feel the need to equip fleet vehicles with GPS tracking devices, and may even think you’re conducting a “witch hunt”. Involving your drivers early in the deployment process, and clearly explaining your goals for the technology, can ease the transition.
10 tips on getting started with a new GPS fleet management system
Emphasize the benefits for staff
No more manual log book entries, time-stamped proof-of-delivery documentation, less paperwork, more potential to offer bonuses based on metrics (e.g., on-time deliveries, efficient driving, DOT compliance) that can now be measured, and possibly more leeway to allow after-hours use of company vehicles. There are actually many ways Telogis® fleet solutions can make life easier for your drivers.
Share the savings
Look at ways that some of the savings made from implementing the fleet management software can be distributed to staff. If employees know that being conscious of costs will earn them money, they’re likely to be more motivated to do their part to make the system work.
Be honest and open
Don’t install GPS tracking without informing staff about it, even if legally you may be entitled to do so — that approach will likely do more harm than good. Communicate with staff early in the process, which will give them the opporutnity to ask questions and share their concerns.
Clearly explain how it works
Some drivers may just see it as a ‘boss in a box’ and may have misconceptions about what it does and how it works. Remove the mystery of what GPS tracking is, what information is collected and how it will be used.
Make sure they know it’s not personal
Staff often get nervous when they sense change in the air. Put them at ease by making it very clear the GPS tracking is being introduced to manage and optimize the entire fleet, not to pick on individual drivers. You can talk about distributing the workload more fairly and finding the quickest routes between jobs to save drivers time.
Talk about fleet safety
Most drivers will understand the importance of fleet safety and why management is concerned about it. Unsafe driving can be costly, driving up insurance premiums, adding to truck downtime and causing worker injury. Fleet management software can improve a fleet’s safety standards by ensuring DOT compliance, monitoring engine-on times, promoting legal driving and keeping up with regular preventative vehicle maintenance.
Be open to employee ideas
Even though you’re making the change, letting your staff have their say and being open to the possibility of modifying the implementation plan based on their feedback will go a long way toward driver acceptance.
Don’t hide the benefits to the company
If you don’t refer to what’s in it for the company, employees will get suspicious. Be clear about how the company stands to benefit from this change, such as greater profits or reduced costs (view the full list of benefits). Of course, you can mention how a more profitable business is better for your staff as well, providing them with job security and growth opportunities.
Keep the mood positive
While you may encounter resistance or negativity, or accusations that you’re installing GPS fleet tracking because you’re having driver issues, it’s important to stay positive and encouraging about the change. Emphasize the positive benefits of the change and what’s in it for the drivers.
Don’t expect all staff to be happy about the change
While good drivers will welcome being tracked and having their excellent driving record confirmed, drivers with performance issues will obviously not relish being exposed. Plan in advance how you will address poor performance, giving drivers the opportunity to make improvements. The drivers you want to keep will often be pleased that they will no longer need to carry an unfair share of the workload to compensate for under-performing drivers.
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