Company Name: Winfield Transport (Cannock)
Number of employees: 32
Core area of business: General Haulage in Engineering / Building sector
The Business Challenge
In 2001 Winfield Transport identified a number of issues that were affecting the business bottom line. These included problems retaining staff, quality of staff, insurance, and fuel costs amongst other things. The management team identified that one solution to these problems, particularly those relating to staffing issues, could lie in investing in training. Winfield Transport decided to dismiss the excuse often used as a reason not to train drivers - ‘once the driver is trained they will seek employment elsewhere and the new employer will benefit’ and set out to attract new talent, retain its workforce, increase their skills and hopefully reap the benefits in terms of reducing fuel and insurance costs and improving productivity.
The Solution
Through the process of addressing these workforce issues Winfield Transport has become an advocate of skills development as a useful tool in terms of staff retention and attracting new recruits. The company has since introduced a number of training initiatives (both publicly and privately funded) some of which are vocationally linked. The organisation is a keen supporter of National Vocational Qualifications (NVQs), with drivers participating in the Driving Goods Vehicle NVQ Level 2. This is a publicly funded qualification which trains an individual in work related activities. Skills developed through the NVQ include a level of competence with pre driving checks, the correct use of tacographs and the monitoring of loaded goods. They are also given the opportunity to demonstrate that they are competent at unloading goods vehicles, and coupling and uncoupling goods vehicles if relevant to their job.
Managing Director, Warren Winfield, also believes that by promoting to customers the business’ Health & Safety practices along with its commitment to NVQ training they are able to portray a more professional approach to the industry, so much so that it gives Winfield Transport the edge over competitors. As a result of this, customers can see that the organisation has a methodical process to address the sometimes difficult aspects of loading and delivering goods.
The Results
- A reduction in staff turnover from 36.8% to as low as 12% as a result of all the training initiatives brought in to the organisation
- Miles per gallon across the fleet has increased by an average of 6% due to more economical driving
- Winfield Transport has benefited from a reduced accident rate and now its insurers allow more flexible terms. The business has experienced either no increase or actual reductions for three years and now gets paid a substantial yearly rebate for low claims experience
- Health & Safety systems were audited and the company was complimented on its high standard of compliance
- Drivers are now more confident about their roles and are more likely to feedback on issues, thus resulting in a better working environment and increased staff morale
- Winfield Transport offers training as part of its job description for applicants - this is often cited as the most important reason for applying for the job
- This is emphasised by a growing culture of willingness to participate in qualifications and staff are more likely to stay on to take advantage of the career progression opportunities offered by the business
- The NVQ training fits in with working hours and staff are still carrying out normal duties – drivers, in particular, benefit as they do not have to set aside evenings for college, which can be difficult in the logistics industry. Also, the paperwork seems less onerous when related directly to the normal daily tasks
- Drivers who have been out of education for 20-30 years find this approach less intimidating and are more willing to participate
- The company is continuing with its use of NVQs (as the overall results have been excellent) with its traffic managers progressing through NVQ Levels 3 and 4
