Whether you hire directly or partner with a truck driver staffing provider, driver engagement should always be a priority. When drivers are engaged, they are more productive, something that benefits them and the company. 

Often, one of the simplest ways to gauge driver engagement is with surveys. If you are wondering why surveys can be such a critical tool and what you should ask when conducting one, here’s what you need to know. 

The Importance of Driver Engagement Surveys

The reason driver engagement surveys are so valuable is that it creates a clear opportunity for employees to express their thoughts and opinions in a way that can be reviewed. While many drivers may occasionally share their perspectives verbally if someone doesn’t capture information from the conversation, there’s a chance it’ll be forgotten. With a survey, there’s automatically a record. 

Plus, a company-wide driver survey allows you to look for patterns. It will enable you to see if many drivers are experiencing the same issues or have similar priorities, making it easier for you to identify areas where quick action is best. 

If you make the surveys anonymous, you can also discover insights that drivers may be fearful of expressing otherwise. It gives them a level of safety, making it easier for them to be totally open and honest. 

However, that doesn’t mean that anonymous surveys are always ideal. If your team is open to putting their name on a survey, you can find out details about their unique needs and preferences. This may enable you to offer custom solutions designed with each driver’s needs in mind. 

What to Ask in Your Driver Engagement Surveys

Generally speaking, you want to touch on a specific set of topics in your driver engagement surveys. First, it’s always wise to tap on compensation. While it’s true that nearly any employee would happily accept a higher paycheck, your goal should be to ask questions that determine if your drivers think they are fairly compensated. If they feel underpaid, that equates to being undervalued by the employer in their eyes, and that is a situation you need to remedy quickly. 

However, you don’t want to stop at salary. It’s also wise to learn more about home-time preferences. Find out if the drivers wish they were home more or if they are open to being on the road more. See if they believe that their work-life balance is adequate or if it needs improvement. 

Additionally, ask questions that help you gauge their relationship with the dispatchers. Usually, the dispatcher is a driver’s primary point of contact at the company, so a strained relationship here is incredibly problematic. Similarly, it’s wise to learn more about their relationship with management, even if their supervisors’ contact is somewhat limited. 

Finally, have questions about other critical topics, like fleet amenities, benefits and perks, and the company’s culture. The more well-rounded the picture, the better, as it allows you to identify pain points and facilitate meaningful change. 

Partner With a Leading Driver Leasing Company In California

Ultimately, driver engagement surveys are a powerful tool. If you’d like to find out how we can streamline your hiring process and find better drivers, the staff at PTS® can help. Contact us today.