Unlike national fleets, the regional or local fleets are at the forefront of working with a dispatcher. The disadvantage is that this dispatcher can be difficult to work with. My lorry experiences conveyed the opinion that the relationship between many drivers and dispatchers is often a kind of love / hate – in many cases, love is minus.

I believe in the "we" main reasons for "them" attitude stems from the lack of communication between leaders and dispatchers and the understanding of each other's role. I will be the first to admit that this consideration is not thinking about thinking early. In many cases, the unhappy driver simply lies in the understanding of the office structure, policies, and key people in the company. Bidirectional communication and mutual respect are essential for a successful relationship between managers and dispatchers and retaining experienced drivers for a company.

I did not understand before in my truck career that most dispatchers are reluctant to look for evil deeds. The task of the freight carrier, especially in a large corporation, is one of the most stressful jobs in America. It does not only juggle the schedule and progress of several lorries while constantly resolving the problems that arise, listening to the drivers' grips, threats, and choices on a daily basis. In addition, they provide valuable stress management training for some dispatchers. Mostly they are thrown into the fire. Generally speaking, becoming a freight carrier does not require further education. This only requires the use of the computer, the multi-tasking ability and the extreme tolerance of stress.

I believe that a key component of success and happiness of the driver begins with the understanding and communication of the business with the dispatcher. No one will have a greater impact on the leader's success than a dispatcher.

For most dispatchers, bad communication is the primary cause of stress. Many train drivers quickly identify dispatcher as "bonehead" but slowly looking for bidirectional communication. As a driver, I know that the road tensions are numerous and real, and easy to catch in a self-centered way of thinking. I once heard another lead comment: "The dispatcher is there, not the other way around."

Wrong! The dispatcher needs the company to meet the needs of the company.

The dispatcher is a sitting job, but after working in a seated job, I know that mental and emotional stress can be as weakening as physical stress. This stress leads to many dispatchers, such as drivers, to provide a profound diet. Fast food, fried foods and automatic garbage are often the usual fares that you see in the dispatcher's office. In a former company, I noticed once that the bulkhead of suicide tablets nestled tightly in the lower drawer of the driver's desk. I doubt that I have been biting more than some of them.

The dispatcher is under constant pressure from the terminal to deliver goods and the terminal manager is under constant pressure from company executives to make their products productive and run smoothly. Unfortunately, this often means that you feel in the driver's eyes insensitive or insensitive behavior. The driver must be taught about the basic operation of the company and the role of key people. However, as I said, communication is a two-way street. Dispatchers, terminal managers, and the company as a whole should take care of drivers without whom money would not enter the company.

When I was informed about my first business, a rented dispatcher was put in the classroom between the drivers. When one of the pilots asked him why he was there, the new dispatcher said, "They wanted to get me here to learn what you are."

I went fresh from the CDL school so they did not react, but some of the experienced executives lowered the lower jaw with the floor.

"If you want to know what we are doing," he added a shocked leader, "you must go on the road You will not learn anything to sit here."

This was an example of "looking at a rodeo to understand the cowboy's life ". You may also look at a Tre Stooges with Moe, who plays Adolf Hitler's role to understand the nature of World War II. A truly detailed program of information would be from the distance between the dispatchers and the time spent in the delegation of the drivers. I can only assume that most companies do not consider this a cost-effective exercise, but they do not recognize the knowledge of fostering mutual respect when complying with this thinking.

Drivers and dispatchers, within each other's work environment due to their mutual ignorance, all form a strong opinion on the other. It does not matter if these opinions are correct, but allowing them to formulate and catch them often creates a negative working environment. In many cases, the negative link between the driver and the dispatcher is not a mistake either. Rather, a company that is happy to keep the rotor doors policy for its drivers deserves its faulty finger.

Never miss that many lorry companies do not seem to understand the simple concept that the lover wants to handle as a man like a truck number on a computer monitor. It is easy to forget that these figures represent men and women who have lives and families outside the truck and deserve to live anywhere else. Do you really think a long-term leader can take your own life for four months at home for six months?

Again, domestic time is the most important reason why leaders leave. Recruiters often misrepresent the driver's time for the driver, and this dishonesty often leads to short-term employment. Nothing makes me less insignificant than a leader than a company that gives the impression that freight transport is more important than I am.

The usual industry response if you do not ask for the driver's home: "Transportation should be slow and flexible while the freight situation allows us to go home."

Such a respondent person or person averages 420-480 hours per month spend at home with their family. Long-term drivers spend 96-144 hours per month on average. How much do they expect us to be "flexible"? Most of us are already circulating around our home request at the seizure point. If a company can not keep up with its home-time promise, it can not offer a rental incentive. I'm willing to be flexible in most areas, but when I feel that a company does not have the slightest or no need to live my life outside the truck, that company can kiss my inelastic bass for a short time.

Dispatchers and trucks must understand that drivers are real, live people, not just trucks. Likewise, train drivers need to understand that dispatchers and drivers are doing a concrete job and are under the same pressure as we do. The dispatcher has an enviable task to collect a giant jigsaw puzzle and only belongs to the small part of the driver. Although communication does not solve all the problems, it will take a long way towards better understanding and mutual respect. It's not about kissing the dispatcher or the manager, but just opening the professional communication.

Source by Rick L. Huffman

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