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Effective and regular training of the drivers is important to achieve good results in Eco-driving


Communication of the basic principles of eco-driving must be supplemented by individual theoretical training and in real driving conditions. Why? Quite simply, nothing replaces coaching by an experienced trainer. To ensure long-term results, trainings and reminders are essential. As we saw earlier in the results of the drivers, the trainer can adapt to the specific needs of a driver and give him/her the advice he needs.

Secondly, many drivers have learned to drive on older vehicles with less driving assist features. However, vehicle technologies have evolved considerably. A training course allows them to be upgraded and use the full potential of new vehicles. A trainer can also easily spot the bad habits and automatisms of drivers and help them fight them.

“The drivers thought it was a bit scary with the system in the beginning. We know we needed to sell-in the system to the drivers, not only to the office users. Then we told them that the system was supposed to improve their working environment and their safety. When the system was deployed, they realized that there were less phone calls from the office team and they could focus on driving and meeting the customers. Their working day got less stressful!”

Allan HVIDBERG, Logistic Manager, AB Catering (DK)

And finally, training is essential, simply to convince the drivers! Even if the driver arrives at the training session not very motivated, he/she can quickly see what eco-driving can do when he/she compares the performance before and after the training! And in general, the driver realizes at the end of the day that a smoother driving also has benefits on a personal level, not only just for the company. If the trainer does the job well, the driver will realize that it is a rather dynamic and intellectual driving, it is not only to drive less quickly but to be more attentive and to plan the driving better. Maybe most importantly, the driver will realize that he/she is more in control and less stressed and that it does not take away the pleasures of driving.

For this to work, you will need to have a good trainer who gets along with the drivers and who knows their job. Normally drivers listen best to trainers who have been or who are drivers. This is essential because it is, as you have understood, very important that this trainer can convince drivers to initiate motivation. You can call upon a recognized training organization or even recruit your own trainer. In Laporte’s TPS, for example, the company did not have the resources or the means to hire a full-time trainer. So, they chose to partner with three other carriers to share the trainer. This can be an idea to ensure the quality of the trainer and the continuity of training. It is important to consider the relationship with the trainer in the long term from the start.

Pay attention to your communication about the training, on the fact that one does not sacrifice performance and driving pleasure. Introduce it as a professional approach to driving and as a means for the company to invest in its human resources in the long term, which is rather positive and rewarding for employees. And then behavioral changes are acquired over time. It will be necessary to provide reminders to validate or recall the theoretical achievements and to personalize the exercises according to the weak points of the driver.


"The drivers were initially trained in the system so that they understood what it measures and how they should do to drive as economically as possible. This was a good start, but I think the ongoing reporting with personal tips has even more helped the drivers to improve their driving behavior. Some of the drivers have basically not got any training, but they understand the system anyway.”

Fredrik Lotzner, Team Leader for drivers/vehicles, Dagab Backa

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