Like a lot of people, COVID-19 changed my career plans and challenged how I think about work. I probably didn’t envision working in logistics and delivery when I was younger, but the pandemic allowed me to help my community and continue earning a paycheck when the world was shutting down. I never imagined I would move up the ranks from driver to leadership in a few short years, but here we are.
As my career has progressed, so has Yellow Brick Road Logistics, growing from 15 routes and 50 drivers to 140 drivers, making us Northern California's largest Amazon DSP. As Operations Manager, I help my team advance their careers and find stability and belonging beyond their daily routes.
Our drivers are the heart and soul of our operation. We never want them to feel like cogs in a machine. That’s why it’s so important for us to pay attention to what drivers want in a career—like everyone, they want the opportunity to do good work, earn a good living, and get good benefits.
According to a recent study by Human Interest, a 401 (k) plan is one of the most-wanted employee benefits. Thanks to recent legislation, like the SECURE Act 2.0, more small businesses are offering retirement benefits to their employees. This legislation incentivizes employers to offer 401(k) plans and encourages employees to participate in these plans.
For us, offering drivers a 401(k) wasn’t just about meeting a legal requirement—it was about doing what was right. We see it as a moral obligation to be there for each other, and a piece of this is ensuring our drivers can save for retirement. To us, a strong 401(k) must have several components:
1. Low fees: Our employees work hard and shouldn’t have to spend money on transaction fees to secure their retirement. If I were helping someone else pick a provider, I’d tell them to look for providers with low—or even zero—transaction fees. Companies like ADP are notorious for hidden fees, which we don't even realize we are paying. We feel fortunate that Amazon partners with Human Interest because they have eliminated transaction fees–that means more money for participants to invest in their retirement plans—and more money compounding interest over time.
2. Clean user experience: With drivers of all ages, backgrounds, and experiences with technology, it is important that the tech behind a retirement account is easy to use and doesn’t keep people from enrolling. Our old provider, ADP, had a confusing system. People didn’t know if they should log into the place we do payroll or somewhere else to enroll in—or check on—their 401(k)s. Switching to Human Interest was a relief for everyone, including me. Thanks to the streamlined and easy-to-understand interface, I’m answering fewer questions from drivers, so I have more time to spend on my management responsibilities.
3. Superior customer service: When I called ADP, I didn’t know if I would get the payroll department, the 401(k) department, or someone else entirely. I hoped drivers wouldn’t ask me questions because it would take two days to get a response. Now, I know the exact name of the person I’m calling for customer support with Human Interest, and she gets back to me on the same day. Having a named account manager makes all the difference. As someone who works in service, I value customer service and customer support, so I always try to partner with like-minded vendors who prioritize service.
These factors may seem basic, but I’ve witnessed firsthand the difference they make. I have aging drivers who thought they’d be working until they were at least 80, but a strong 401(k) program is changing their thought process. They had no idea that the small amounts they contributed to their accounts could add up to something substantial and decrease their timeline to retirement. After just a few years of saving, they’re logging into their accounts and seeing the potential for a comfortable retirement, even in an area with a high cost of living like California. That sense of financial empowerment is priceless.
Our company has always believed in promoting from within. Everyone starts as a driver. Some stay on the road, while others move into administrative roles. We don’t think a title change should be the only way to change your family’s financial future trajectory. We feel responsible for ensuring that our employees are cared for every step of the way. Retirement benefits and financial education are crucial parts of that equation. They provide our drivers the tools to build a secure and fulfilling future for themselves and their families. And that’s a road worth traveling.
Thomas Howley is the operations manager at Yellow Brick Road Logistics, a leading delivery service provider in northern California. When he’s not at work, he enjoys spending time with his wife and growing family.
