{"id":6125,"date":"2022-01-12T11:24:06","date_gmt":"2022-01-12T11:24:06","guid":{"rendered":"https:\/\/demos.pagifly.com\/cargo-chief\/?p=6125"},"modified":"2023-08-21T12:07:06","modified_gmt":"2023-08-21T12:07:06","slug":"how-to-reinforce-better-habits-in-the-workplace","status":"publish","type":"post","link":"https:\/\/demos.pagifly.com\/cargo-chief\/business\/how-to-reinforce-better-habits-in-the-workplace\/","title":{"rendered":"How to Reinforce Better Habits in the Workplace"},"content":{"rendered":"\n

For 3PLs and brokerages, managing a team is not as simple as increasing sales numbers and having happy hours on Fridays.  Every action you take either contributes to or detracts from your team’s effectiveness. It all starts with initial broker training, but you also want your technology and culture to reinforce the behaviors you taught, not serve as a blocker.<\/p>\n\n\n\n

With that in mind, it’s vital to ask yourself, is the technology you are onboarding in line with how you’re training employees to do business?<\/strong><\/p>\n\n\n\n

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Onboard Technology that Drives Behavior<\/strong><\/h3>\n\n\n\n

Employees and managers need tools that provide actionable insights into performance and ways to improve. Simply telling someone to \u201cbook more freight\u201d or \u201cmake more dials\u201d does not do much good if they do not understand how to book more freight or how to strategically approach making more dials.<\/p>\n\n\n\n

Let’s use carrier sourcing as an example…<\/strong><\/p>\n\n\n\n

For many brokers, sourcing carriers involves first calling core carriers, then historical carriers, and finally load boards. If you think about it, load boards are usually one of the first tools introduced to new reps, but the process to source carriers rarely involves relying on load boards as a first step. Imagine the confusion when a new rep is told not to rely on load boards, but that is the first tool they are given.\"23\"Any new technology that is onboarded and given to employees needs to be aligned with how employees are supposed to operate. When technology becomes a detractor, this means either the software doesn’t quite fit into right your workflows and how your reps operate, or no one had proper training on how to use it when onboarding. With the lack of knowledge, direction, and training on a new piece of software or tool, either scenario could cost your company hundreds to thousands of dollars a year in wasted spending.<\/strong><\/p>\n\n\n\n

This is why when searching for new tools for your team, you need to make sure there is a training schedule that is available for all users and managers. Technology can provide valuable business intelligence that helps individuals with self-improvement and helps managers improve team performance, but only if you prioritize initial onboarding training. Doing it right the first time will be critical to your brokers’ success and your return on investment. <\/strong><\/p>\n\n\n\n

Create a Culture to Support Best Practices<\/strong><\/h3>\n\n\n\n

It’s more important to develop a culture<\/strong> that supports the behaviors you want to emphasize than adding new technologies to your tech stack. When there is a disconnect between what is taught and what is actually practiced, this leads to complete confusion for your employees and reinforces the wrong behaviors. <\/p>\n\n\n\n

\"24\"A common example is when a brokerage trains new hires to source carriers and use sourcing tools thoroughly, but the reality is that all loads are simply posted to load boards, and other methods of sourcing capacity are left by the wayside.  <\/p>\n\n\n\n

Other common examples of this disconnect between training and reality include: <\/p>\n\n\n\n