A recent survey by ALD suggested that 70% of fleet drivers believe they could reduce their fuel consumption if they were financially incentivised to do so. Here at GreenRoad our experience of dealing with drivers from a wide variety of industries back this up. When looking at changing behaviour this leads us to two important conclusions…
Firstly when it comes to driver performance it is a case of mind-set versus skill-set. That is poor performance that leads to high risk/high fuel usage is not as a result of a lack of basic driving skills but more of an issue with driver attitude. Continue reading
There has been a lot of research done about factors that influence our behaviour and performance behind the wheel. Most of us know the main factors such as drinking, driving when tired or stressed and how they negatively impact on our decision making abilities, concentration and overall behaviour.
What about driving when you have a heavy cold or other illness, do you ever stop to think if your driving ability is impaired? Continue reading
At the start of a new year many of you will be thinking about how to achieve further improvements in your driver’s performance to get more benefits from using GreenRoad. I always mention that helping people change succeeds better if you focus on the positive rather than the negative. Using positive reinforcement will get better results all round, rather than only focusing on your top scoring drivers and getting them to improve. A reward and recognition scheme helps encourage everyone to continue improving.
Positive reinforcement is really about rewarding and recognising those drivers who have made a great effort to change their behaviour. It could include anything from big, formal schemes to smaller one-off, informal rewards. Continue reading
Winter is often the time of year when driving is most difficult and hazardous with dark nights, low winter sun and, of course; snow. A few simple tips and a bit of preparation will help you to keep safe on the road.
- Prepare your vehicle: It’s a good idea to do a number of checks before winter really begins. So, check that all the lights are working, your wiper blades are in good condition, you are well topped up with screen wash and anti-freeze, test your brakes and make sure your tyres have enough tread and are at the correct pressure. Continue reading
Previously we have looked at what causes people to be resistant to change. To help overcome any resistance, you need to work with your team to help them adapt to any change. You can do this by asking them, involving them and having a clear and concise communications plan which starts from where people are, not where you think they are – or want them to be!
To help people adapt, treat resistance as a natural by-product of change. People can be logical, emotional, unsure and understanding all in the space of 5 minutes! Expect it and talk to them, ask them and involve them in order to deal with it. Don’t rely on the fact that you think you have made a compelling case for change to get you through, you may well have but it doesn’t mean you will avoid resistance, you still need to help people adapt. Continue reading
Don’t mistake compliance with change for acceptance. People can be compliant with your requests when involved in a new project but, in actual fact still resist the change, you just need to be able to recognise the difference. If you have lots of change projects going on – or do one project after another, then people will naturally get overwhelmed by the continuous change and turmoil instead of having set routines as mentioned in the previous post in this series. Once people become overwhelmed, when the next project comes along – instead of approaching it enthusiastically and with an open mind, they will resign themselves to it and just go with the flow. Continue reading
8) Change to Routines
When we talk about comfort zones in terms of business and our everyday lives what we we are really referring to are routines. We are all creatures of habit, everyone likes routines as they make us feel comfortable and secure. Changing behaviour will lead to a disruption of these routines and so will take people out of their comfort zones. If you try and change your employees set routines that make them feel safe as part of a change project then there is bound to be some resistance as you require them to do things differently.
Click here to read the previous post in this series.
7) Poor communication
If you don’t communicate with your team about projects that require them to change then its only natural that they resist changing if they don’t fully understand what it is that they need to do. Good communication is at the heart of any change management project and there is no such thing as too much communication. Don’t keep people in the dark and they won’t resist as much. Continue reading
6) Not being consulted
If people are allowed to be part of change there will be less resistance as they will feel involved in the process and understand what the company is trying to achieve. If you impose something upon them, often people will resist – not because they are afraid, but purely because you didn’t communicate with them first. People resent someone, who does not do the same job as them, imposing change upon them without asking if it will work. If they feel involved and part of the team aiming to change behaviour it is very easy to take people with you on the change journey.
5) Temporary Fad
If people believe that they are been asked to go through the upheaval of learning new skills and adapting to a new way of doing things, merely for a temporary fad, which will soon drop from the company’s radar as other projects are started, then they are likely to resist. After all, why would they put all their effort and commitment into changing behaviour only to go back to the old way of doing things a short time later? That would just be a waste of time and effort.
Click here to read the previous post in this series.