Create a Satisfaction Guarantee that holds both parties accountable, to strengthen driver recruiting, loyalty and on-the-job performance.
Plenty of trucking companies guarantee satisfaction for their customers. Why not extend it to driver candidates?
Don’t get me wrong, I understand truckers can be a notoriously hard-to-please lot. But you can make a Satisfaction Guarantee work with the right wording. Establishing clearly understood conditions. With shared responsibilities between the trucker and the company.
The important point in offering a Satisfaction Guarantee is to create one where the company and the driver have responsibilities to make it work. That way, you’re creating a mutual commitment. And in the process, you’re not only strengthening your driver recruiting efforts, you’re building driver loyalty and on-the-job performance.
Daniel J. Smith, a contributor to RecruitingBlogs.com offered some interesting ideas for using a guarantee in a 2011 article. Here are highlights:
How Do You Guarantee Satisfaction?
- Listen intently to candidates, and understand what they want from a position.
- Address all the concerns they might have.
- Demonstrate that you understand all the information given, to produce satisfactory results.
Check In Regularly After The Hire.
Satisfaction is something many people talk about providing. What you do after a hire ensures that your goals are met. Start by picking-up the phone, and checking-in with your drivers from time to time. It costs you nothing, and it shows drivers you care.
The more you care, the likelier you are to create a bond with drivers—and the better your chances are of creating long-term driver loyalty.
And when a driver has issues, address them immediately—or at least as soon as possible. Don’t let problems fester and grow.
In short, “Satisfaction Guaranteed” should be more than just a motto. After all, in today’s environment, if you don’t deliver satisfaction, your competition will.
Click on the following link to read Daniel’s article, Satisfaction Guaranteed.