Together, the compass and notebook represent direction and learning, helping leaders navigate workforce challenges with insight, experience, and informed decision-making.
WORKFORCE STABILITY ADVISORY
Our Advisory is based on a 5 Phase System:
PHASE ONE
Behavioral Alignment
Independent Associate: Star Behaviors
Purpose: Hire drivers who fit the job.
PHASE TWO
Expectation Alignment
Purpose: Ensure recruiting promises align with operational reality.
PHASE THREE
Operational Alignment
Purpose: Evaluate dispatch, leadership, onboarding, and communication.
PHASE FOUR
Executive Stability Review
Purpose: Identify operational risks creating preventable turnover.
PHASE FIVE
Executive Action Plan
Purpose: Develop a prioritized implementation plan that improves driver stability.
That's one service. Not five.
PHASE ONE - EXECUTIVE DISCOVERY
Purpose
Every organization is different. Before recommending solutions, we begin by understanding your operation, leadership objectives, recruiting process, and the workforce challenges affecting your business today.
This discovery process establishes the foundation for the Driver Stability Process and helps identify the greatest opportunities to improve hiring, reduce preventable turnover, and strengthen workforce stability.
Executive Discovery Includes
- Company Overview
- Fleet Operations
- Driver Demographics
- Recruiting Process
- Turnover Trends
- Onboarding Process
- Leadership Structure
- Operational Challenges
- Current Workforce Metrics
- Business Goals
PHASE TWO - DRIVER STABILITY ASSESSMENT
Purpose:
Evaluate the organizational systems that influence whether good hiring decisions become long-term employment.
Assessment Areas:
- Recruiting Process
- Expectation Alignment
- Orientation
- Onboarding
- Dispatcher Communication
- Driver Experience
- Leadership
- Recognition
- Operational Consistency
- Performance Measurement
Questions We Answer:
Where are drivers beginning to disengage?
What organizational practices contribute to preventable turnover?
Which systems reinforce long-term stability?
Deliverable:
- Driver Stability Scorecard
- Operational Findings Summary
PHASE THREE - OPERATIONAL ALIGNMENT REVIEW
Purpose:
- Determine whether daily operations consistently support driver success.
- Behavioral alignment identifies who should succeed.
- Operational alignment determines whether the organization allows them to succeed.
Areas Reviewed:
- Dispatch
- Communication
- Equipment
- Scheduling
- Freight Consistency
- Home Time
- Leadership Interaction
- Problem Resolution
- Accountability
- Cross-department Communication
Questions:
Are operational practices reinforcing trust?
Where are expectations breaking down?
Which departments are unintentionally creating turnover?
Deliverable:
- Operational Alignment Report
- Operational Risk Map
PHASE FOUR - EXECUTIVE STABILITY ANALYSIS
Purpose:
- Translate workforce information into executive business risk.
- Executives need more than turnover percentages.
- They need to understand operational exposure.
Executive Metrics
- Seat Gap
- Vacancy Cost
- 90-Day Turnover
- Hiring Effectiveness
- Behavioral Alignment Trends
- Leadership Effectiveness
- Recruiter Performance
- Dispatcher Influence
- Operational Risk Areas
Deliverable
- Executive Stability Dashboard
- Executive Exposure Summary
PHASE FIVE - EXECUTIVE ACTION PLAN
Purpose:
Develop a prioritized implementation plan that improves Driver Stability over the next 90 to 180 days.
Includes:
- Executive Priorities
- Quick Wins
- Policy Recommendations
- Recruiting Improvements
- Behavioral Assessment Integration
- Leadership Recommendations
- Dispatcher Improvements
- Measurement Dashboard
- Implementation Roadmap
Deliverables:
- Executive Action Plan
- 90-Day Improvement Roadmap
- Executive KPI Dashboard
- Recommended Advisory Services
Behavioral Alignment Recommendation
During Executive Discovery, we also evaluate whether behavioral assessments would strengthen your hiring process.
As an Independent Associate with Star Behaviors, we may recommend a behavioral assessment when it is appropriate for your organization.
Behavioral assessments help organizations better understand whether candidates possess the natural work habits, accountability, and behavioral characteristics that align with the demands of professional driving and your company's culture.
Should you choose to move forward, we will refer you directly to Star Behaviors for the assessment process.
Participation is entirely optional and independent of the Driver Stability Process.
Whether you decide to incorporate behavioral assessments or not, the Driver Stability Process continues by evaluating the organizational systems that influence driver success after the hiring decision has been made.
Why We Recommend Behavioral Assessments
We believe hiring decisions should be based on more than experience alone.
Behavioral assessments provide an additional layer of objective information that can help organizations improve hiring decisions, reduce costly hiring mistakes, and strengthen long-term workforce performance.
While hiring the right individual is an important first step, long-term workforce stability is also influenced by leadership, communication, onboarding, dispatcher relationships, operational consistency, and the overall driver experience.
That is where the remainder of the Driver Stability Process is focused.
DELIVERABLES
• Executive Discovery Summary
• Initial Workforce Observations
• Recommended Next Steps
• Behavioral Assessment Recommendation (when appropriate)
BEHAVIORAL ASSESSMENTS
Clear Understanding...
TranSpire is an Independent Associate of Star Behaviors. When behavioral assessments are deemed beneficial, clients are referred directly to Star Behaviors for assessment services. These services are provided independently by Star Behaviors and may be incorporated into your overall workforce improvement strategy at your discretion.