Take a proactive approach to driver coaching
Real-time feedback for drivers to improve habits while on the road.
TRUSTED BY CUSTOMERS ACROSS INDUSTRIES
Elevated In-Cab Coaching
Empower drivers to build safe habits in the moments that matter
Automatically detect risk and deliver real-time, in-cab alerts to help drivers improve behaviors with preventative AI technology.
See how ACV Enviro reduced incident rates by 60% with in-cab voice coaching.Read More
Identify and coach the riskiest behaviors while reducing overhead
Configurable, automated alerts allow you to closely monitor high-risk incidents and focus on your top safety priorities.
40% decrease in harsh events as a result of video-based coachingRead More
Track coaching impact and focus resources on top areas of risk
Empower drivers to self-coach risky behaviors directly through the Driver App.
Tailored Coaching Experiences
Virtual Coach Insights
See how F&S fostered accountability by sharing safety event videos & Driver Safety Scores directly to the Samsara Driver App.Read More
Learn more about building a world-class fleet safety program
How do I effectively coach my drivers?
Consistent coaching is the key to a successful driver coaching program. It’s important to have drivers familiarize themselves with coaches to start a collaborative relationship and to identify what events to prioritise for coaching. Use 1:1 coaching sessions to quickly view a summary of all behaviours that require coaching for a driver, drill down into driver behaviours and view footage of events related to that behaviour. Coaching based on repeated behaviours saves time and is more effective, since it makes repeated habits easier to identify.
What is the difference between in-cab coaching and manager-led coaching?
In-cab coaching notifies drivers on the road in real-time when incidents, such as tailgating, occur. This allows them to self-correct the behaviour.
Manager-led coaching involves coaching in combination with dash cams and telematics. It involves reviewing events in a timely manner and ensuring coaches are assigned to proactively address the risky driving behaviours.
With both in-cab and manager-led coaching, it’s important to clearly outline a process among your safety managers and coaches, involving:
What events will be coached versus not coached
How and when coaching occurs
Processes for disciplinary actions.
How do I get driver buy-in for dash cams without them feeling micromanaged or watched?
Before deploying any hardware, hold a Q&A session with drivers. Create an open forum where drivers feel comfortable asking questions and raising concerns, and make sure to explain your company’s safety goals and policies so that drivers understand where the change is coming from.
Dash cams are meant for driver protection and safety. Dispel misunderstandings by explaining how safety events are detected and how footage can be accessed, and be clear about who can access the footage - only certain administrators in the company can access footage - video is only uploaded when there is a safety event, or if there is a request to retrieve footage for exoneration or insurance purposes.
What are best practices for building driver recognition programmes within my organization?
It’s important to set clear expectations for your rewards programme. Drivers should know exactly how they’re being evaluated and where they stand compared to their peers. You can use Samsara Safety Scores as the foundation of your rewards programme to maximise transparency and eliminate any concerns about fairness.
To maximise engagement, the rewards you choose should be attractive and relevant. Make sure you customise the incentives to fit your company culture. Consider announcing the winner during team meetings, creating a safe driver “wall of honor” in the break room, or even sending a company-wide email congratulating the safe drivers. Underperforming drivers should be made aware that this new programme is their chance to make a change and should be given the resources, training, and coaching to get them there. Ensure that all participants know they have an equal opportunity to succeed by distributing rewards monthly or quarterly rather than yearly.