Why High-Frequency Development & Training Plans Work

Est. 3 min read

With insurance costs and Nuclear Verdicts on the rise, it’s never been more important to review and ensure your fleet’s training program is effective.

Among fleets seeking to unlock the liability reduction, retention, and safety benefits of a top-tier professional development program, the question is often asked: What should my plans look like? While there are more facets of a good development and training program than can be covered in a single blog, this week, we’ll be focusing on “engagement frequency” and will discuss why high-frequency plans with aligned messaging deliver results.

What is a High-Frequency Development or Training Plan?

High-frequency plans are those which enable consistent and planned points of discussion with a targeted message over a defined period of time

To put this in practice, consider the following example:

    1. Driver A demonstrates concerning behavior, suggesting speed and space management issues. A plan is devised by the driver’s manager, safety manager, and terminal manager and delivered to the driver with a specific definition of success.
    2. This plan includes two guided discussions surrounding speed and space management per week, for three weeks, between the driver and various members of the fleet’s management team.
    3. Throughout the course of the plan, observations, discussions, and training materials are given to the driver, all specific to speed and space management
    4. At the conclusion of the plan, the driver’s performance is reviewed against the original definition of success and they are given a documented expectation of ongoing performance, which is retained for liability and personnel purposes.  

How High-Frequency Training Plans Deliver Results

Assigning a one-off video to a driver and expecting to see a change in their behavior is a fruitless undertaking. Cultivating any behavior change is a complicated, long-term endeavor. To see success from a professional development program, fleets need to engage with drivers on an ongoing basis and continually reinforce the central message of their training at all levels of leadership within the organization.

Additionally, when a driver is in regular contact with leadership in the organization throughout the course of a PDP, and that leadership is providing them with useful information during each check-in, consistent with the overall message of their safety program, the driver is likely to feel supported by their fleet. They are also less likely to interpret their training assignment as a punishment for poor behavior and more as an opportunity to improve.

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