Driver wellbeing beyond the office walls

When employers talk about employee wellbeing, much of their attention tends to focus on those working in the office.

But what about employees whose workplace is their vehicle? Whether they’re travelling to customer meetings or making deliveries, drivers can have lots to deal with that colleagues back at base don’t see.

Heavy traffic, demanding schedules, long journeys and employees feeling the need to remain contactable throughout the day can all take their toll, and when drivers are tired, stressed or distracted, there are potential consequences for their wellbeing and safety.

For employers, supporting these employees means looking beyond traditional workplace wellbeing initiatives to make sure they’re not overlooked and forgotten.

Understand what drivers are dealing with

Employers need to understand the demands placed on drivers while out on the road.

A driver covering hundreds of miles a week might be juggling customer meetings and admin deadlines and have little opportunity to take a proper break. Someone making regular deliveries could be endeavouring to stick to their schedules while battling unpredictable traffic.

Consideration should be given to the way work is organised – is it helping or proving a hindrance?

Speaking directly to drivers can reveal issues that aren’t immediately apparent from journey plans or management reports. It also gives employees an opportunity to explain where changes could make their working day easier and safer.

Don’t overlook physical wellbeing

Spending hours behind the wheel can be uncomfortable, especially when drivers don’t get a spare moment to get out and stretch their legs.

Sitting in the same position for too long can leave drivers with aching backs or stiff necks, so ensure they know how to adjust their seat and steering wheel to maintain a comfortable driving position.

It’s also beneficial for them to understand the importance of eating well and staying hydrated.

When drivers are in a rush, it’s all too easy to opt for easy food options. Employers, however, should ensure workloads allow enough time for healthier choices rather than grabbing whatever’s quickest.

Make breaks essential

Most people recognise the importance of taking breaks when driving, but finding the time to take a breather can sometimes be an issue.

When a driver is running late or trying to finish a busy delivery schedule so they can go home on time, stopping for a break can fall down the list of priorities.

The problem is, fatigue affects concentration, reaction times and decision-making, increasing the risk of incidents.

Businesses need to make it clear that taking breaks is a non-negotiable, rather than something to squeeze in when they get the chance.

This starts with journey planning. Are journey times realistic? Do schedules leave enough breathing space should delays occur, and is there enough time for a short break?

It’s also important to look at company culture. If managers regularly praise employees for getting through a demanding day without stopping, it sends the wrong message.

Equally, drivers shouldn’t feel uncomfortable explaining why they’re running behind for fear of being criticised.

Managers should encourage drivers to speak up if their workload is too much and remind them that it’s ok to pull over and stop somewhere safe whenever they need to.

Keep communication open

Employees who spend much of their working day on the road can sometimes feel disconnected from the wider business. They can miss out on the everyday chats with colleagues and find it harder to talk to managers about what they’re struggling with.

Regular communication doesn’t necessarily mean introducing more meetings or reporting requirements, nor does it mean constant calls or requests for updates, which can put additional pressure on drivers to respond immediately.

Simple check-ins and opportunities to provide feedback, however, can prove invaluable. Giving them the chance to catch up with colleagues can also help them feel part of the team, even if it’s just an occasional get-together.

Clear expectations around communication are equally important, such as making sure employees understand that they aren’t expected to answer calls or messages while driving.

Recognise when someone may be struggling

Changes in behaviour, increased irritability, difficulty concentrating or a noticeable decline in performance can all be signs that something isn’t right with a driver. Their driving may suffer as well, such as more frequent harsh braking or speeding incidents.

Fleet technology, such as telematics, can help employers identify driver behaviour patterns that might otherwise go unnoticed.

Of course, none of these signs necessarily mean someone is experiencing stress, fatigue, anxiety or other mental or physical health problems. But they may provide a reason to check in with them and find out how they’re getting on.

Before treating any of this as a disciplinary matter, managers should try to understand what might be behind it. This is where having an open and supportive working environment matters – drivers need to know they can talk openly about any problems they’re having and that their concerns will be taken seriously.

Make wellbeing part of your driving policy

Driving for work policies usually focus on keeping drivers safe and making sure they’re following the rules. But how much attention do they give to looking after drivers’ health and wellbeing?

Do drivers know who to contact if they’re feeling unwell or unsafe to drive? What support is available if personal problems are affecting their work? And how easy is it to access occupational health or mental health support?

It’s worth reviewing what’s in place and asking drivers for their views. They may have come across problems that managers aren’t aware of or have suggestions for making support easier to access.

There’s little point having support available if employees don’t know about it or can’t easily access it, so ensure information is clear and easy to find.

Small changes can make a big difference

Looking after driver wellbeing doesn’t have to mean introducing lots of new policies or initiatives. Often, it’s about taking a closer look at how people work and whether there’s more the business could be doing to support them.

For fleets, the important thing is to keep talking to drivers and be prepared to make changes when something isn’t working.

To find out how Fleet Operations can help your business strengthen its approach to driver risk management and occupational road safety, get in touch with our team.