How to start rewarding positive driving

Unfortunately the frequency and severity of fleet crashes is continuing to grow and with that the enforcement of safe driving policies becomes a necessity, not only to protect your drivers but to protect the business and help reduce your fleet insurance premiums. Driver screening, training, communication, reward and feedback mechanisms all play their part in trying to reduce the number of incidents and motor fleet insurance claims your fleet driver’s experience.

Why you should reward positive driving

The consequences of poor driver behaviour are extremely damaging to a company’s bottom line. Going hand in hand with ever-increasing fuel spend and dwindling MPGs, poor driver behaviour can have a hugely detrimental effect on the company’s balance sheet.

Indeed, it is estimated accident prevention alone could save the UK £3.7 billion on an annual basis. Investment in positive driver behaviour needs to be encouraged in an effort to instigate a reduction in the number of roadside crashes and to save the planet’s resources.

Sustained engagement and providing an environment that focuses on continuous improvement is key. Focusing on the positive rather than the negative always tends to achieve better results. Rather than focusing on your top scoring drivers all the time, a recognition scheme tends to work better by encouraging everyone to make improvements.

A positive reinforcement reward program rewards and gives recognition to those who have put in the effort to change their behaviour. Rewards can either be made up of a formal presentation, given at a set time - weekly, monthly, quarterly - or they can be on a more informal basis rewarding positive behaviour as and when it happens.

So how can you implement a positive reinforcement program effectively?

Exceed their expectations

It’s important to take the time to work out what motivates your drivers and then to make sure your reward exceeds these expectations. Satisfaction will often be gauged on the gap between what someone expects to receive versus what they actually do receive. So you need to be careful not to achieve completely the opposite of the desired effect by providing a reward that may insult or be completely inappropriate to the effort. And remember, a reward doesn’t have to be one of financial gain. Everyone likes to simply be recognised for making an effort and doing well in their job.

Don’t hang around

Delays in recognition of good driver behaviour are only likely to be met with distain. It is important to provide recognition straight off the block and the sooner that you can do this the better. Not only are drivers likely to forget what they are being rewarded for if you delay this process, but you are also missing an opportunity to keep them motivated and keep making further improvements. Not to mention, encouraging the rest of the team with their best practice examples.

Keep it appropriate

Offering cash rewards can be appropriate on some occasions, but in many cases it can create a sense of entitlement and cause demotivation when they don’t receive it. Often small rewards or acts of recognition are much more appreciated.

Consider personalisation

Everyone likes to receive something personal to them, more so in a job where you want to feel appreciated and more than just a number. Feeling valued provides recognition and encouragement to continue making progress. A personalised letter from the CEO or Manager thanking the individual for their specific efforts goes a long way compared to a voucher that everyone else receives. Consider something that your drivers will appreciate, it could even be a meal at their favourite restaurant or access to the best parking bay on site. Think out of the box.