When a trucking company switched from paper logs to e-logs, drivers who initially resisted eventually embraced the change because it eliminated tedious Saturday paperwork. Fear of the unknown slows adoption, but making the transition clear and connecting it to shared success helps most people move forward.
A good example of this, if you were to look at the industry of— so we have a fleet of trucks that deliver our product, and not necessarily at Lester's, but the industry a number of years ago went to electronic logs. And prior to that, prior to that, everybody had multiple logs inside their truck and nobody was running legal, even though they could all present a book to you that said that they were. And, uh, there were— we actually had a, a driver who told me, um, uh, when once you guys put e-logs into the trucks, I'm stepping out. And we, we agreed. Uh, he actually came and worked inside the plant for us for a little while. But, um, a majority of our long-term truck drivers, when that change went through, once they got used to the e-logs, it's actually better because now they don't spend their whole Saturday trying to make everything jive so that's on the up and up. So that's just one of those things that, that people— the other thing that's bad about change is that a lot of times the unknown frightens people. Right. And if you can make the unknown more known, change is a lot easier. If I were to look at other examples, I mean, sure, there have been people that are just obstinate. And those are people that you— the organization cannot fail because of one person not wanting to change. Right. And you may have to move them out of the way. But generally speaking, nobody wakes up in the morning and says, I'm going to go to work today and do a bad job. Most everybody wants their place of employment to succeed. And they may have different visions of what success is. But if you can get everybody aligned, it pretty much works itself out.
