Be willing to share information with employees on a regular basis – even if it involves bad news. Staff will fill voids with myth, innuendo and gossip.

Fleet managers are responsible for ensuring that Temporary Foreign Workers meet the terms and conditions of work permits. Be sure to get a copy of the document that can place restrictions on everything from occupations to the terms of employment.

Behaviour-based interview questions help to gather information on an applicant’s pattern of behaviour over a number of years. Rather than asking job candidates about a general approach to customer relations, ask them to describe specific situations in which they had to deal with a difficult customer.

Federal Work Sharing Agreements offer a valuable alternative to layoffs. Participating companies have the chance to reduce payroll costs and retain skilled employees. The workers who agree to a shortened work week become eligible for Employment Insurance payments and maintain benefits such as vacation days.

When telling your team about the layoff of coworkers, begin by stressing the quality of the organization and how external forces (like the economy) created the circumstances behind the decision. Then put minds at ease. Stress how these difficult decisions will help the fleet to weather difficult times.

When a layoff involves someone in a management role, be sure to consider how the workload will be redistributed. A decision to empower those who reported to the manager can help to avoid new bottlenecks in the decision-making process.

When introducing a change of any sort, explain why the decision was required, and convey the message several ways to ensure it is completely understood. Memos and emails are important, but face-to-face meetings will clarify outstanding issues.

Take the time to tap into the expertise of your employees when considering changes to an internal system or business approach. They may offer better solutions that are faster and easier to implement.

Laid-off employees may require guidance in the form of support groups, budget counselling or other expertise available through an Employee Assistance Program. A fleet that offers this support will be helping to protect people who could be valuable job candidates when the business recovers.

Adult learners need to know the expected outcomes of any training session, and want to understand how the information can be applied during a work day. For example, a seminar about Hours of Service regulations will be more effective if it includes the chance to fill out sample logbooks using data from a typical trip.

Training approaches should be selected on the basis of the topic being addressed. A skill such as the checking of brake adjustment will likely require a hands-on demonstration. When addressing the attitudes needed to deal with an irate customer, a role-playing exercise may be the better choice.

Clear and concise training documents help trainers deliver the same content from one group to the next, and give drivers the chance to absorb information at their own speed. The added benefit is that the documents can become the foundation of a reference manual for new and existing employees alike.

An employee uniform program can help to enhance a corporate brand and develop a sense of unity and professionalism among employees. Those who wear the uniforms will be aware that their actions reflect on the company that employs them.

When establishing an employee uniform program, remember that a conservative style will stand the test of time. Options that incorporate different layers -- such as a windbreaker with a zip-in liner -- will also allow employees to adapt the uniforms for personal comfort. This will promote observance of the new dress code.

Case studies expose trainees to a wide variety of perspectives and opinions, but remember to place the discussions into context. An audience could become lost in the details around the case itself rather than grasping the principles that the study should convey.

When introducing Temporary Foreign Workers to a fleet, remember that the workplace may be their only support network. Transition into the new job can be eased through help with personal issues, such as enrolling children into school or connecting with other members of a cultural community.